Many companies have for years utilized employee mentorship programs. These programs pair employees with a more senior employee who acts as a mentor, helping with anything from finding the lunchroom and introductions to key staff to leadership training and providing insight into company culture and values. Is such a program right for your organization? Here are some of the benefits.
Transfer of Knowledge
Knowledge transfer can be a major undertaking for many organizations. When key staff members leave, their knowledge too often goes with them. Whether knowledge of company process, business opportunities, external relationships, long-term initiatives, etc., it’s not always top of mind for employees to share their knowledge until they consider retiring or leaving for another position. And by then, it’s often too late to do so effectively. Sometimes, little effort is made at all. Mentorship allows some of that knowledge transfer to happen during the mentoring process.
Reduce Turnover
Mentoring helps employees feel like their company cares about their development and their future with the organization. It also gives new employees opportunities to ask questions about where they fit in, what opportunities are available, and to ask questions that might help clarify any negative impressions they might have of the company. All of this adds up when it comes to retaining talent.
Onboarding/Training
An ongoing mentorship program—as opposed to, or in addition to, a handful of training sessions for new employees—complements standard onboarding efforts. It’s one thing to be told what company policies, processes, and procedures are. It’s another to see them in action with the context an experienced mentor can provide.
Networking
For new employees, one of the most challenging parts of learning the ropes at a company is knowing who to go to for questions or to get resources for certain activities. Having a mentor aids in this internal networking both directly—getting to know your mentor—and indirectly—getting the inside scoop on the who’s who from someone who has been with the company long enough to know.
Source of Feedback
Many companies provide the bulk of formal feedback through quarterly or even annual performance reviews. Having a mentor outside of the formal reporting structure adds another source of feedback to help reinforce company values and expectations.
Mentorship programs are a great way to achieve a number of employee development and retention goals. Having one-on-one interaction with experienced and accomplished senior employees reinforces training and demonstrates a commitment to the mentee. It’s important to select the right mentors based on interest, availability, and background within the company, but assuming you make the right selection, the benefits can be significant.
Finally, don’t forget reverse mentoring–often the junior mentee can turn the tables on the senior mentor, and mentor him or her on new developments in contemporary practices, for example, social media communications.