3 Key Steps to Designing a Mentoring Program in Your Organization
A mentoring program is an essential element of any modern organization. Today, companies are realizing more and more just how beneficial investing in their talent can be, and one of the best ways you can do that is by investing in your employees through mentoring.
Thanks to the digital revolution, mentoring programs are now made simple and easy through mentoring software that helps facilitate the entire process, from start to finish. If you think that your employees can benefit from such a program, waste no time and start designing a comprehensive and effective mentoring program.
Providing a mentoring program to employees enable you to help them grow personally and professionally, provide them with the guidance they need to discover their own career path, help to form strong bonds and connections, increase their motivation levels and boost morale, and ultimately, all these help your business grow and increase your bottom line.
In fact, according to a recent study, 90 percent of employees who participated in a mentoring program reported that the experience helped them develop a positive relationship with another person in the organization. Eighty-nine percent of the subjects said that the mentoring program allowed them to make their contributions towards the success of their company, while 94 percent said they believe mentoring programs show that an organization is dedicated to providing its employees with career options and opportunities. Additionally, 83 percent of the employees surveyed reported that participating in a mentoring program positively influenced their desire to stay with their respective organizations.
Now that you know just how an organization can benefit from a mentoring program, it’s time to focus on designing one that both your employees and your business as a whole can benefit from. Here are the three key steps that you must keep in mind while designing a mentoring program for your organization:
- Decide on the kind of mentoring program to offer
The first step is to decide what kind of mentorship program you will be offering to the employees in your organization. In most cases, organizations prefer one-on-one peer mentoring using mentoring software. As the name suggests, this is where an individual mentor and an individual mentee work together and learn from each other for a fixed period of time, without any set agenda. Mostly, people find this kind of mentoring program most beneficial.
Other options such as group mentoring and project mentoring are available too, although these tend to leave less of an imprint on an individual level.
- Make sure that mentors and mentees are matched based on mutual interests and direction
For the success of a mentoring program, it is crucial that both the mentee and the mentor are a great match. This means they need to share the same values, morals, interests, goals, and direction. They need to be on the same page on most professional matters. Although mentors have a lot of experience and credentials (making them fit to be a mentor in the first place), it is important to note that they do not have the upper hand in the mentor-mentee relationship. Both parties can and must learn from each other. While a mentor may have experience, a mentee has a fresh perspective.
- Always provide an opportunity for feedback from both parties
Lastly, you should know that the process doesn’t end when the mentoring program finishes. There is still one last final step that you should make time for – feedback. If your mentoring program is to be a success, it must include an opportunity for feedback from both the mentee and mentor. This way, you can understand just how the experience is helping them, and, in turn, your organization. Besides, it leaves room for improvement.