Thou must track mentoring program success We live in an age where we can measure almost everything, including mentoring program success. Related: Learning Styles for Career Development. Here’s how to identify which style works best for you, and why it’s important for your career development. While it’s great to mentor for altruistic reasons, “the mentor needs to know what’s in it for them,” as University of Indianapolis assistant professor, Terry Schindler explains. Consider alternative mentoring options. Setting goals can help you gain both short- and long-term achievements. You can achieve this in many ways. Individuals who have access to great mentors … Each mentor will then select the appropriate approach based on their experience with and assessment of the mentee. Choose mentors who are successful and well-respected within the company. You may have mentors with valuable experience in the areas that your mentees want to learn about. What is a mentoring program in the workplace? He describes these approaches as both costly and counterproductive. To show you value mentors, include their efforts as part of their annual performance review and find ways to recognize and reward them throughout the year. This, in turn, can lead to low satisfaction and retention rates among employees, not to mention missed opportunities for your company. Additionally, mentees and mentors often don’t know what to discuss in a mentor/mentee meeting, so it can be awkward at times. An organized mentoring program in the workplace makes it easy for ambitious employees to find willing advisors who aim to help them achieve their professional goals. And your timeframe depends on how big the program is and how many people you want to participate. A mentee benefits from the program by learning new skills and improving their way of working to achieve their goals. What benefits will the mentors and mentees enjoy? Get started with expert recruiting advice and the latest hiring trends at Monster Hiring Solutions. Mentoring … A mentoring program doesn’t have to be complicated, and the bulk of the work occurs upfront in the preparation phase. Determine where your company would benefit most from mentorship. These objectives can help organizational leaders understand the value of your program and give your mentors clear targets to aim for. Sustained success is the goal of any business. It is about helping each other to expand and grow so that everyone wins. Discuss these options with your mentors and encourage them to work closely with their mentees to devise a program that works for both participants. Another option is to develop a mentorship program for leadership development that helps to groom prospective managers for promotions. Get started with the following five strategies. Mentorship programs at work can increase employee retention, boost workplace … Mentorship programs at work can increase employee retention, boost workplace satisfaction and foster professional growth. Improve retention rates? Identify prospective mentees that your program will target and explore how these individuals will benefit from mentorship. Will the program help new employees understand the company culture? A strong mentoring program is a smart initiative for aligning your employees’ individual purpose with that of your organization. A diagram can help you visualize the critical steps your mentors and mentees will take. Mentees aren’t the only ones who benefit from these programs. Many employees come to work with the skills and drive to get the job done but feel like they’re not reaching their full potential. The key to an effective mentoring program for your employees is to choose mentors who are temperamentally suited to the task. In this article, we will discuss how to set up a mentoring program in a professional environment. But it can also serve as an incentive during recruiting. Choose goals for your mentoring program. You could also target and measure employee satisfaction, engagement, or promotion rates. A mentoring program needs leadership, whether it’s one person or an advisory board. 7,599,930 B1; 7,827,125 and 7,836,060 Before implementing a workplace mentoring program, determine if there is a need for it and if management will support it. Read more: The Definitive Guide to Mentorship. A mentoring program helps new hires or those beginning their careers find experienced mentors who can guide them on their professional journeys. Mentoring program is a win-win program for the organization. What is active listening, why is it important and how can you improve this critical skill? Time for the details. As you’re shaping your mentorship program, you must consider: Chart the process from program enrollment to objectives completion through an assessment that will help you determine how beneficial the mentorship was to those involved. Mentoring programs in the workplace often fade away after a few months. Allowing participants to make the final selection can give them a sense of ownership over the process. Information from this interview or survey will help you improve future programs so your company’s mentorship opportunities continually improve. Ask your mentors what they’d most like to share with mentees, and interview your mentees about their career goals so you have a clear idea of what each person has to offer. Use your program’s goal and outline to guide your selection process. Give them each a one-page overview (no big manuals) with potential questions they can discuss, such as career topics for the protégé and areas of support for the mentor. 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