The right and wrong ways of mentoring

The benefits of having a mentoring program are well documented. Providing support across an organization not only ensures that all staff members are given an opportunity to gain knowledge about their company and the industry, but it is also empowering.

Mentoring builds capacity, fast tracks career advancement and helps employees to navigate the workplace.

Mentoring helps to build a better work culture, improves staff communication, improves retention rates and develops a high-performing team.

Unfortunately, it seems that some mentoring programs fail, which leads to the frustration of both the mentor and mentee. There is no one solution when it comes to an effective mentoring program, but it is important to consider avoiding certain mistakes.

Pairing People

Time and time again, I hear people say that their mentoring relationship isn’t or didn’t work. When I have questioned them, it seems that they have been paired with someone who isn’t really a good fit. In these circumstances both parties are forced to make the relationship work. In some cases, the mentee's mentor may even be their boss. This leads to the possibility of repercussions if the relationship doesn’t work. By pairing people, you may be causing more stress for your employees.

In many cases, it is more effective for mentors and mentees to be in control of their own mentoring relationship. This is not to say that they may not require some guidance when it comes to forming mentoring relationships.

It also seems that mentoring relationships that occur outside of a person’s specific area are more effective.

Mentoring relationships with people of different generations can also be beneficial.

Expectations

Expectations should be based on the mentees needs or goals therefore, it should not be up to the company to set their agenda. Empowering employees means you should allow them to set their own goals, determine their requirements and engage with the best person that they find as a suitable mentor.

This also means that they should be able to start new relationships as their needs and goals change.

It is important that mentees assess their needs prior to engaging with a mentor. It is also important that the mentor and mentee start the relationship by formulating some ground rules. These would include: being able to define the role of the mentor; understanding the expectations; the setting of any boundaries; establishing the process by which the mentoring relationship is to occur, and defining an end date even if you decide to continue the relationship.

It may be worth having a general conversation at the start, which will not only act as an ice breaker, but will make it easier to determine if the two people seem to be a good fit.

As mentioned earlier, mentors are there to provide guidance, direction and support. They should not be taken advantage of, nor should they tell you what to do or how to do it.

Timing

It is important that both the mentor and mentee make time for mentoring. It is easy to push this aside when things get busy, but for it to be a success, both parties need to prioritize and commit to the relationship.

Technology is making it easier for people to connect without the need for face-to-face encounters. Twenty minutes, once a week is all that one needs for the mentoring relationship to work effectively.

Communication

Effective mentoring is a dialogue between two people, where both parties can gain insights from one another.

This is especially effective when it comes to reverse mentoring, where a junior staff member acts as a mentor to someone more experienced. Often senior employees are able to improve their IT and social media skills, as many millennials have a strong understanding in these areas.

Outcomes

It is important for organizations to monitor the progress of the mentoring relationships. This can be done through the regular canvassing of employees or through regular surveys. It is also important that companies understand that mentoring should be a continuous means of growth for employees. As their needs and expectations evolve, so will they require new mentors to support them throughout their journey.

Mentoring programs are a valuable asset for organizations and their employees.

By helping your employees to become stronger, more capable and more satisfied in their jobs, you will not only improve your employees’ engagement, productivity and your organizations reputation, but you will also reap the rewards to your bottom line.

What do you want from a mentoring relationship?

What has or hasn't worked for you in the past and why?