Many businesses have already considered or implemented mentorship programs. But if you’re an administrator at your company, you already know that they don’t run themselves. You may have come up against some of the following problems, and you’re not alone.
- Participants don’t have clear objectives. For mentors and mentee who are matched to each other, coming up with topics of discussion can be tedious. Participants often feel like they’re making small talk while they count down the minutes on the clock. If there isn’t a delineated goal or topic for each meeting, participants have no reason to keep showing up.
- Conventional management doesn’t allow you to scale the program. Mentorships often begin at the onboarding stage, and as your business grows, an administrator’s duties pile up. Mentorship management falls by the wayside in favor of other “more pressing” onboarding components.
- Stakeholders aren’t invested in your mentorship program because you can’t measure the ROI. While countless studies have demonstrated the value of mentorship programs, at an individual level it’s difficult to prove how they benefit your business financially.
- New employees are coming in so rapidly that you don’t have enough senior employees to match them with mentees.You’re happy to have a growing business, but you’re drowning in the incoming pool of headstrong, young employees. You want to keep your company values and culture intact without overwhelming your tried and true management.
That’s too bad. Good luck!
Just kidding. Of course we’ve got solutions for you to make your mentorship program smooth and effective whether you’re a mentor, mentee, or administrator.
- Delineate objectives and speaking points. Give the people something to talk about! A successful mentorship program has stages of advancement that include accessible topics of discussion and progress benchmarks.
- Invest in technology to help you. As your staff grows, so must your mentorship program. Efficient technology like the KNOX® platform allows for customization to your business.
- Define your data set and commit to measuring progress. Stakeholders need to know the importance of mentorships generally, but they also need to see concrete evidence of how employees are progressing on the mentorship track. By creating milestones and measuring employees’ responses to your program, you can create reports that demonstrate engagement and employee retention.
- Mentor doesn’t have to mean “older.” In many industries, peers play an important roles in mentoring. Look to employees who haven’t necessarily moved up yet to the senior level to mentor incoming staff. As a bonus, by demonstrating trust in their ability to foster dedication from new employees, they’ll feel motivated and appreciated.
Most of all, make sure your senior staff is vocal about the benefits of mentorship. Otherwise, new employees won’t appreciate the program as an integral part of their business culture.