With employee engagement on everyone's minds, many companies are considering instituting mentoring programs as a way to offer professional development to their employees and help with retention and engagement. When done well, mentoring programs can be beneficial for everyone. Check out these nine tips* for creating a successful mentoring program.
1. Plan, plan, plan. It is important that you take time to create a well-defined plan that aligns with your business goals before implementing your mentoring program. Thinking through the process from beginning to end and identifying exactly what you hope to achieve with the program will lay the foundation for success.
2. Define what you want to measure. Once you identify your plan, figure out how you will measure the success of the program in relation to your business goals. This will be imperative to obtaining maximum funding and support from higher-ups.
3. Don't let just anyone participate in the mentorship program. It is important to have a good application for employees to fill out that will tell you whether their individual skills and competencies are a good fit for the program. You will want to look for employees who possess skills in communication, coaching, listening, and have an interest in career development. Remember: high level employee does not necessarily equate to good mentor!
4. Have employees volunteer or opt-in to the program. Don't force anyone to participate. Offer up the application online to everyone, but do not force anyone to participate. If you have to nag someone to apply, you will have to continue to nag them to fulfill their responsibilities as a mentor.
5. Train your mentors, mentees and managers. Distribute engaging content and support materials, and offer online and on-site workshops before the program kicks off. Help everyone understand exactly what their role is throughout the process.
6. Promote mentee-driven partnerships. Encourage a mentorship culture where mentees drive their own development and create their own learning plan. Their plan should include mentee driven goals and objectives.
7. Identify a clear timeline. As a rule of thumb, it is best for mentors/mentees to meet for 1-2 hours each month, and a mentorship program typically lasts 9-12 months. If everyone knows this timeline upfront, they can better identify expectations and goals.
8. Make good matches. Matching should all tie back to your goals. Focus on the mentee's needs or specific career development competencies. Have mentees set clear goals so that you know who could help them.
9. Identify a plan for follow up. When the program officially concludes, it doesn't mean the mentor/mentee relationship is put to a halt. Many times, they will want to keep in touch on their own time about things they may have discussed in the formal mentorship program.
*Tips obtained from Insala's webinar: "7 Things I Wish I Knew Before Starting a Mentoring Program"
