{"id":7100,"date":"2018-08-21T19:00:28","date_gmt":"2018-08-21T16:00:28","guid":{"rendered":"https:\/\/www.efrontlearning.com\/blog\/?p=7100"},"modified":"2024-05-20T16:36:09","modified_gmt":"2024-05-20T13:36:09","slug":"how-implement-mentoring-program-in-the-workplace","status":"publish","type":"post","link":"https:\/\/www.efrontlearning.com\/blog\/2018\/08\/how-implement-mentoring-program-in-the-workplace.html","title":{"rendered":"How to Successfully Implement Your Mentorship Program in the Workplace"},"content":{"rendered":"
It\u2019s no secret that a solid mentoring program in the workplace can be a powerful development tool for both employees and companies. That\u2019s why large, successful brands like Deloitte, KPMG, and Boeing<\/strong><\/a> run world-class professional mentoring programs that keep their employees happy, motivated, and engaged at work.<\/p>\n

While many organizations talk a big game when it comes to mentoring, there are few examples of mentoring programs in the workplace that actually work. So it\u2019s hard not to wonder, what is the secret ingredient to successful mentoring programs in corporations? How do we get it right?<\/p>\n

You can start with our collection of six useful tips for developing a mentoring program that makes a difference.<\/p>\n

6 Tips for Successful Mentorship Programs<\/h2>\n

Every mentoring program in the workplace is different because every workplace is different. Still, there are a few non-negotiables that are just as relevant, important, and easy to implement in all programs. We\u2019ve picked out the top six tips to help you get started.<\/p>\n

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  1. Know where mentorship will take you<\/a><\/li>\n
  2. Plan how you\u2019ll get there<\/a><\/li>\n
  3. Spread the good news<\/a><\/li>\n
  4. Set mentors up for success<\/a><\/li>\n
  5. Make careful matches<\/a><\/li>\n
  6. Check your progress<\/a><\/li>\n<\/ol>\n

    <\/a>Let’s have a look at them one by one.<\/p>\n

    1. Know where mentorship will take you<\/h3>\n

    Every mentorship program should have a clearly defined purpose, both for the company and for the participants involved in the program. Because if you don\u2019t know where you\u2019re going, you might not get there!<\/p>\n

    A good place to begin is by evaluating skills gaps in the business<\/strong><\/a>. Does the business need to achieve higher sales, improve their customer service delivery, or perhaps transfer key knowledge across departments and teams?<\/p>\n

    Depending on the purpose of the mentoring program, you\u2019ll be able to set clear, measurable objectives<\/strong><\/a> for mentoring. Take the example of a company looking to develop leadership skills within their existing staff base. One objective of their mentoring program might be to place five senior-level managers through internal recruitment over the next 12 months.<\/p>\n

    By having a clear definition of success, you\u2019ll be in a better position to identify who should participate in the program, who already possesses key skills or <\/a>knowledge that would benefit others, and which individual needs and ambitions would align with the goals of mentoring.<\/p>\n

    2. Plan how you\u2019ll get there<\/h3>\n

    It\u2019s around about now that you\u2019ll want to create an employee mentoring program template. This is a tool that sets out the logistics of a mentoring program in the workplace. It can even be a simple table with details about the program, like:<\/p>\n