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Yes! You Really Can Have Your Cake and Eat it, Too

Yes! You Really Can Have Your Cake and Eat it, Too

How ‘on demand’ mentoring combines speed and
knowledge to build a positive work environment

We’re now in an ‘on demand’ world. All the information ever created is now just a few taps away, appearing in your hand when you need it. That’s great news when you want data, but what about when you want knowledge? We know that face-to-face learning is far ‘stickier’, and promotes crucial intangibles: communication, trust, and respect. Does one have to replace the other, sacrificing quality for quantity, trading inter-connectivity for speed?

I have some good news: with on demand mentoring, you really can have your cake and eat it, too.

In an ‘on demand’ mentoring program, staffers are encouraged to voluntarily identify themselves as experts in a particular skill or subject matter. This might be anything: proficiency in public speaking, writing grant proposals, accounting. Maybe there’s a Snapchat savante on your team – all types of expertise are welcome. Once your comprehensive list of in-house experts is compiled, anyone on staff can review it and find another employee that can help improve their abilities in that area. Not only can this be utilized in a hurry (maybe you have a presentation the next day, and you want to make sure it runs smoothly) but it can also be used to develop employees long-term. Let’s take a look at some of the best things about ‘on demand’ mentoring.

It helps everyone. Whether you’ve been with a company one day or 20 years, we all need to ask for a little help from time to time. Having a nearby pool of experts to draw from on the fly is a resource that elevates your entire staff at any moment.

It encourages a climate of learning. Being a lifelong learner is good for you, and it’s a source of personal accomplishment and motivation. And when it comes to tech, it’s crucial that employees stay ahead of the curve. Highly effective workplaces are always creating new opportunities for their staffers to learn. We tend to take for granted that meaningful learning is a ‘use it or lose it’ skill, and we erroneously think that learning only happens in formal settings. Learning can happen anytime, and fostering an organizational culture that values learning has both short- and long-term dividends.

It recognizes… and then motivates. Giving your staffers a space in which to shine is a great way to recognize their unique contributions to your company. Public recognition is consistently at the top of the list when employees are asked what motivates them. ‘On demand’ mentoring neatly checks that box.

It strengthens your employee network. Despite best efforts, it can be difficult to get to know everyone at work. Interdepartmental ‘on demand’ mentoring means that employees can engage one-on-one with people outside of their daily work teams, build relationships, and bridge communication gaps between departments.

It’s a great start to more robust mentoring. Implementing an ‘on demand’ mentoring program does not require considerable overhead. Outside of initial platform setup costs, all you need are employees who value knowledge transfer and have a little extra time in their day to help their colleagues out. Ultimately, with a bit of assistance, ‘on demand’ mentoring is a simple way to introduce a more robust mentorship program into an organization down the road.

‘On demand’ mentoring is a tremendous asset to team building, company culture, and retention. And perhaps most importantly – it doesn’t take much effort to start and maintain the program. Partnering with eMentorConnect® for your ‘on demand’ program has its own rich set of benefits: administration is minimized, implementation time is reduced, KPIs are clearly set, and your ROI is really maxed out. Start recognizing your in-house experts today, and leverage their expertise for a stronger team tomorrow.

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Lane Schwager
lane.schwager@ementorconnect.com
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