If you don’t have an internal mentorship program, you’re missing out on some valuable benefits that can ultimately enhance your company’s long-term return on investment. Let’s dive into what internal mentorships are and how they can benefit your business.
What Is an Internal Mentorship Program?
At its heart, mentorship is simply a partnership between a more experienced employee and one who is newer, either to the department or to the company as a whole. The mentor acts as a coach, guide, and supporter to the mentee. The mentor-mentee relationship is based on more than simply teaching. The mentor shares both professional and life experiences, along with the wisdom gained along the way. The mentee brings a sense of freshness, a challenge, and an openness to learning.
Mentorships can develop on their own, but a formal program adds a sense of purpose. You can clearly define goals, match mentors with mentees based on personality or other factors, and set the tone for interactions. These factors help to ensure both a good match and one that helps your business as well as the participants.
How Can Internal Mentorships Help My Bottom Line?
When you provide a thoughtful, well-structured internal mentorship program, there are clear benefits for your organization. These include, but are not limited to:
- Boosting employee engagement. Working with a mentor can help even a deeply disengaged employee feel more like part of the team. Mentorships show your staff members that you value them, while providing someone to approach with questions and concerns. Mentors may also experience a renewed sense of engagement, particularly if they’ve been in their role for some time and have started to become bored.
- Enhancing skill development. Mentors can help their mentees build valuable skills by showing them the ropes rather than merely providing instructions. Flexibility is incredibly valuable for all companies, regardless of size or industry, and ensuring that everyone’s skills are up-to-date is a key part of keeping your business agile.
- Increasing retention rates. Bored, disengaged workers are at higher risk for burnout, and burned-out employees are more likely to leave. Mentorship programs help to create a sense of belonging and loyalty, ultimately reducing turnover.
Tips for Starting an Internal Mentorship Program
If you’re ready to implement an internal mentorship program, here are a few tips to get started:
- Set clear goals. Make sure your mentors and mentees know what to expect. Outline clear and concise goals and objectives that align with your business needs.
- Thoughtfully match participants. Choose mentors with the right background, skills, and temperament to take on this work. Your mentees should be open to learning and growing both personally and professionally. Make your matches based on compatibilities, such as shared interests or complementary skills.
- Create a roadmap. From time commitments to the types of activities that are expected, a clear roadmap can help mentors and mentees shape their time together in a way that benefits them as well as the company.
- Establish communication expectations and channels. Will mentors and mentees meet in person or on Zoom? How often should the parties meet? Is it OK to communicate between official sessions?
- Track and tweak. The only way to know if any program is working as intended is to track it. Consider using a combination of check-ins, formal goal tracking, and feedback sessions. Then, based on what you find, tweak as needed.
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