Mentoring is a powerful practice that facilitates learning, development and growth in individuals and organizations. The benefits of mentoring programs make it a valuable investment for companies as a way to unlock personal and professional skill development and advancement. The purpose of mentoring depends on the organization’s goals and objectives. But mentoring programs have been prove to:
Whether it’s retention, advancement or genuine connection, mentoring creates a safe space for people to learn, acquire new knowledge and share experiences. This type of connection helps to build belonging in the workplace, while creating a more inclusive pathway to opportunity and success.
Furthermore, mentorship programs directly impact organizational performance, as they boost promotion rates and productivity. In essence, mentoring is an invaluable asset for enterprise organizations, nurturing talent, enhancing employee satisfaction, and bolstering overall success.
Want to learn how to develop a mentoring program? That’s great. Mentoring is a proven approach to drive rich learning and career development for both mentees and mentors. Mentoring also benefits the organization.
For employers, mentoring increases talent retention, promotion rates, and employee satisfaction for mentors and mentees.
University mentoring is proven to improve student retention, boost job placement rates, and increase alumni engagement when tapping alumni as mentors.
Starting a mentoring program is within your reach. But great mentoring programs don’t just happen. They are built through thoughtful planning and sustained commitment to guiding participants through the mentoring process while continually improving the program.
Deciding to implement a mentoring program is a great strategy for improving employee metrics like retention. HR.com’s 2021 State of Coaching and Mentoring Report found:
Meanwhile, a CNBC/SurveyMonkey found 9 out of 10 workers with a mentor said they were satisfied with their jobs; more than half rated themselves “very satisfied.”
As with any major project, proper planning is crucial to achieving your strategic mentorship goals. Mentoring programs can be highly impactful, but there are many factors that are critical to the success of your program. We’ve distilled our guidance into a mentorship program outline video highlighting the five key strategies for building a mentorship program template.
The starting point for any mentoring program template begins with two important questions:
To answer these questions you will need to dive deep to understand your target audience. Make sure you understand who they are, where they are, their development needs, and their key motivations to participate. Translate your vision into SMART objectives: specific, measurable, attainable, relevant and time-bound. Some of the perks of creating mentoring objectives include providing direction to program participants, establishing program key performance indicators (KPIs) and helping organizational leaders understand why they should offer their support
Successful mentorship programs offer both structure and flexibility. Structure provides participants a mentoring workflow to follow. This is critical to helping participants achieve productive learning that reaches defined mentorship goals. Similarly, flexibility is essential to support varying individual mentoring needs across specific learning goals, preferences, and learning style.
Key mentoring program design decisions include:
A good idea is to create a program workflow diagram to explain each step of your mentoring program. You can provide details such as key actions, timeframes, support resources, and criteria for moving to the next phase. Mark areas that will require some flexibility to support user needs.
Mentoring software allows you to deliver a wide-variety of mentoring programs. Regardless of program size, easy-to-use mentoring software can help get your mentorship program started and running smoothly.
The best designed mentoring programs won’t get far without effective program promotion, mentor recruitment, and mentoring training.
When formal mentorship programs are introduced in organizations, there is generally natural enthusiasm. Yet this enthusiasm doesn’t always translate into high participation rates. A common reason is poor promotion of mentoring programs. Don’t assume potential mentors and mentees understand the benefits. For many, this will be their first opportunity to participate in mentoring. You will need to demonstrate the benefits of mentorship programs to show that participating is worth the time and effort, and educate key leaders and stakeholders on the benefits of the program and strategic value to the organization.
Building a solid base of mentors can be a challenge, so consider the needs of the mentors:
Lastly, productive mentoring doesn’t just happen. Provide mentorship training to mentors and mentees regarding:
The need for mentoring training and guidance doesn’t end after the initial orientation. Provide tips and best practices throughout the mentoring program to help participants stay on track and get the most out of the program.
A productive mentoring relationship depends on a good match.
Properly matching mentors and mentees is often one of the most challenging aspects of a program. Participants will bring various competencies, backgrounds, learning styles and needs. A great match for one person may be a bad match for another.
Matching starts by deciding which type of matching you’ll offer in your program: self-matching or admin-matching. Consider allowing mentees to select a particular mentor or submit their top three choices. Self-matching is administrative light, which in larger programs can be a huge plus.
For more structured programs, such as large groups of new students or new corporate employees, you may want to get the program started by bulk, or admin matching. Utilizing software that pairs mentors and mentees can also be valuable. Evaluating various match combinations before finalizing as ensuring quality mentors for hard-to-match mentees can be challenging.
Three steps to successful mentor matching:
Matching best practices start with a solid profile for all participants (mentors and mentees). Critical profile elements include:
Think about how you’ll want to match people, or if you’ll want them to match themselves. For example, you may want to match female leaders with younger female employees, or experienced sales personnel with new recruits. For self-matching, perhaps participants might like to connect with someone from the same previous employer, or the same college. The more you know about your participants, the better chance your program will have a positive outcome.
Regardless of self or admin matching, see how the Chronus platform makes matching faster and easier with strong, intelligent matching capabilities.
Now that your participants are enrolled, trained, and matched, the real action begins.
It is also where mentoring can get stuck. Left to themselves, many mentorships will take off and thrive. But some may not. Why? Because mentoring is not typically part of one’s daily routine. Without direction and a plan, the mentoring relationship is vulnerable to losing focus and momentum. That is why providing some structure and guidance throughout the mentorship is vital to successful mentoring programs.
One best practice in successful mentoring programs is to ensure all mentorships have goals and action plans. This serves two purposes:
Provide all mentoring relationships with timely and relevant “help resources” (topical content, mentoring best practices, etc.) throughout the mentorship. Bite-sized content delivered at key points is ideal.
As a mentoring connection progresses, establish checkpoints where mentorships report on their progress. Lastly, have a formal process that brings closure to the mentoring experience. This process should account for:
Chronus mentoring software makes guiding or facilitating your program’s connections easy, enabling your participants to be highly productive.
Understanding how your program measures up to expectations may well be the most important phase of all.
Starting a mentorship program is a significant investment when you consider program management, infrastructure, and the valuable time of participants. Articulating the ROI of mentoring is essential to secure ongoing funding and support. In addition, the measure phase is also focused on assessing program health to identify trouble spots and opportunities.
Successful mentorship programs should be tracked, measured, and assessed at three altitudes: the program, the mentoring connection and the individual. To be effective you need the ability to capture metrics and feedback throughout the program lifecycle.
At the program level, build metrics around defined business objectives. For example, in a DEI mentorship programs you may want to compare promotion rates of program participants to non-participants. Also track “funnel” conversion metrics, which show the progress participants make at each step of the mentoring program starting at enrollment. Conversion metrics provide essential insight into program health.
For mentoring connections, you want to understand mentorship behavior to identify roadblocks and opportunities. Common questions you will want to ask are:
For participants, you want to understand the impact of mentoring in terms of outcomes while acquiring program feedback. One of the easiest ways to capture outcome and feedback is through surveys. Ask participants and stakeholders how well the mentoring program met its goals and the goals of the organization. Also ask them for their ideas for improving the program.
You’ll also want to be sure you’re benchmarking your mentoring program in the areas of enrollment, matching and engagement — so you’ll understand if the performance you’re seeing is good, bad or average in comparison to other mentorship programs.
Not sure how to establish benchmarks? Check out our Mentoring Benchmarks Report: Quit Navigating in the Dark.
There are many types of mentoring that drive development, growth and connection. The important thing is to decide which mentoring format is right for your organization and it’s people. Here are a few to consider.
Offering formal career development is a tangible way to show employees that their career trajectory matters. Career mentoring is by far the most common mentoring program we see in the workplace. This traditional one-to-one mentoring relationship can last nine to 12 months. Employees get the opportunity to learn and build skills, which can help grow their careers, keeping them from feeling stagnant in their roles.
This format pairs a more senior employee with a more junior employee. Companies can implement reverse mentoring in a one-to-one or group setting. The younger employee serves as the mentor, providing senior members of the organization with up-to-date information on the latest frontline experiences, technical skills, and workplace culture.
A mentoring circle is a peer-to-peer format that enables employees to find peers who share common interests or learning objectives, and develop together as a group. People from across departments and generations can learn from one another, expanding institutional knowledge. Employees can also build cross-functional relationships with people of similar or diverse backgrounds. Organizations can utilize mentoring circles for employee resource groups (ERGs) as a way to foster belonging. Employees of similar backgrounds can find a psychologically safe space for discussion, solidarity and support, where people can feel free to self-identify and be their authentic selves.
Formal mentorship is an impactful strategy to develop, engage and retain your people. But to do it at scale—beyond a program of 20, 40 or even 60 people—you’ll need the right platform that can design, match and measure your participants across teams, departments, locations and beyond.
To effectively manage the complexities of a large-scale mentoring program, customizable matching offered by mentoring software becomes instrumental. In fact, mentoring software allows for tailored mentor-mentee pairings based on specific competencies, backgrounds, demographics and individual needs, ensuring optimal matches for inclusive mentoring. But it’s not just about the matching. A robust mentoring software should be able to:
Utilizing mentoring software to create lasting structure and accountability in your program can add immense value to your mentoring strategy. Simplify the complex with Chronus mentoring software! Get started today.
Formal mentorship is an impactful strategy to develop, engage and retain your people.
Following our mentoring program guidelines laid out in this five step process will put you on the right path to achieve your organization’s learning and mentorship goals. Developing and implementing a successful mentoring program requires careful planning and commitment. The benefits of such programs are evident, with positive impacts on talent retention, promotion rates, and employee satisfaction for employers.
The process of starting a mentoring program involves key steps including:
Thoughtful consideration of each step, from setting SMART objectives to providing mentorship training, is crucial for building a program that not only meets its goals but also contributes to the overall success and development of participants.
Finally, measuring the impact of mentorship programs at various levels — individual, program, and connection — is essential for articulating the ROI of mentoring, identifying areas for improvement, and ensuring ongoing support and funding. Overall, the success of a mentoring program hinges on a well-thought-out strategy, ongoing support, and a commitment to fostering meaningful connections bent on people-centric development.