How to Set Up a Company Mentoring Program
Mentoring programs are actually a great way to improve worker performance and morale. Employees who are involved in mentoring usually strive for excellence, because they want to show others they are worthy of guiding young people toward their goals. Even the smallest mentoring program you set up can benefit all parties involved.
Other People Are Reading
Instructions
-
Set Up a Company Mentoring Program
-
1
Decide on the type and intensity of mentoring you want. Some programs can be as simple as guiding newcomers in everyday tasks. On the other hand, programs can be very involved and intensive, allowing for one-on-one meetings, guidance and counseling between experienced workers and beginners.
-
2
Don't just wing it: Establish the rules of the system long before you decide to implement it. Establish clear rules of what is expected of the people involved, what the limits are and how long the program is expected to last. Let everybody involved know these protocols beforehand so there are no surprises along the way.
-
-
3
Pair or team up the people involved in the program. In larger companies, a single executive may become mentor to a group rather than a single individual. While this is not the optimal setup, it can still be inspiring and helpful for proteges and mentors alike.
-
4
Choose the mentors properly. You want a mentor with an impressive background and experience, but also someone who is open and willing to share. Mentors should be comfortable with becoming both teachers and partners in the learning process.
-
5
Set up a system for monitoring progress, whether it be through formal, written progress reports or informal meetings. Adjust your mentoring program based on the feedback you receive. Consider handing out anonymous questionnaires, so that mentored employees and mentors can freely answer questions about their experience with the program.
-
1
Tips & Warnings
Consider creating a mentorship program as a reward to those employees who are giving the most to the company. By choosing mentors based on how well they are performing or how much prestige they have inside the company, you will make the chosen employees feel like part of a selective group.
Consider making the process voluntary. You don't want mentors who resent the added workload or who are uncomfortable dealing with beginners or strangers. If you believe there will be resistance to joining the program, you can offer mentors benefits or prizes for taking on a protege.
