How to Create a Mentoring Workplace Culture
The world of business is ever-changing. Owners and managers of companies who understand this must also understand that in order to keep up with the ever-changing business landscape, they must change and adapt to the way they manage and operate their businesses. Creating a mentoring workplace culture not only maintains your organization's lifeline, it also enhances personal connections within your organization and ensures your company's health in the course of the ever-changing business world.
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Instructions
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1
Hold a meeting to determine the business reason for establishing a mentoring culture. Creating a mentoring culture helps your business grow and stay healthy, but you need to know the purpose for which you are creating it. Some examples include team building, improving retention or building moral.
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2
Set forth short- and long-term goals to guide the vision of your mentoring culture. Once the purpose has been defined, you need to set some benchmarks so that you can evaluate the program. Short-term goals could be a matter of recruiting new employees whereas long-term goals could be retaining excellent employees.
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Establish a steering committee to oversee the implementation of the program and to nurture the growth of the program. The committee could include senior-level managers, human resource representatives and department heads. Choose people who are motivated and devoted to monitoring the mentoring program.
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Match mentors to proteges. This should be the job of the steering committee. Here, the committee evaluates the employees and, based on the goals set forth in step 2 and according to the overall direction set forth in step 1, matches mentors (senior-level staff or individuals with clear evidence of future leadership) to proteges.
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Speak with the potential mentors and proteges and see if they are willing to participate in the program. According to the American College of Healthcare Executives, a successful mentoring program is a voluntary one.
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Provide formal mentoring training to the mentors. A good mentor is able to communicate effectively, is culturally diverse and is able to encourage, support and motivate others through his or her leadership skills. Look for training seminars in your area that can provide this type of training.
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Link proteges to mentors. Once trained, the mentors must be linked to proteges. Have each mentor meet with a prospective protege and initiate a mentoring relationship.
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Evaluate the program periodically. Finally, once linked, you should hold regular meetings with the mentors and proteges to ensure that the program is working. Evaluate the program and aim to keep what works and to work on what does not.
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