How To Create & Implement A Successful Mentorship Programme
November 13, 2014
Many companies in the United Kingdom are seeing the advantages of a mentorship programme. A mentorship programme builds relationships between one seasoned employee and an employee that is just starting out in his or her career, with the mentor giving professional advice about job growth to the mentee.
The mentee outlines his or her own goals to the mentor, who then guides the mentee on the career path.
There are many advantages to the organisation that sets up said mentorship programme. Furthermore, it will allow the mentor to feel a sense of responsibility and satisfaction since he or she is using wisdom to help someone else, which will lead to improved relationships between colleagues.
1. Set Up a Trial Programme – You need to decide what the programme will focus on. Some simply exist to help new employees adjust into the company, with long-term co-workers teaching them about the company’s culture. Other programmes aim further; mentors not only help the mentee learn about the given company, but provide wisdom and advice about the industry, in general, and help the mentee along their career path. Setting up a trial programme will allow you to see if it will work for your staff. If after some time you see no benefit for the mentor or mentee, it may not be worth continuing the programme.
2. Train Mentors – While no employee should ever be forced to become a mentor, those that volunteer need to be trained properly. If you will have these individuals provide advice to new employees, you need to make sure they will act in the best interest of that party, and not provide any improper advice. There are different levels of training that you can have your mentor take. For example, they may need to learn specifics about your organisation, or simply about one of the departments that their mentee will belong to. You may also choose to enroll the mentors in courses such as communication or training, so they are better equipped to share their knowledge.
3. Nominate a Coordinator – Every programme needs a dedicated person that will coordinate it. If you don’t feel like you would be able to dedicate sufficient time to overseeing the mentorship programme, nominate another employee who will. This person will need to select applicants that want to be mentors, and then pair them with a well-matched mentee. They will need to make sure that the mentors are trained, and dedicated to the programme. They will also need to be available to both parties in case of any questions or issues.
Many companies have seen tremendous benefits from establishing a mentorship programme. Follow the steps above to create one for your organisation.