{"id":53879,"date":"2022-06-14T09:01:25","date_gmt":"2022-06-14T13:01:25","guid":{"rendered":"https:\/\/www.sogolytics.com\/blog\/?p=53879"},"modified":"2022-06-14T10:02:53","modified_gmt":"2022-06-14T14:02:53","slug":"workplace-mentorship-program-success","status":"publish","type":"post","link":"https:\/\/www.sogolytics.com\/blog\/workplace-mentorship-program-success\/","title":{"rendered":"Making Your Workplace Mentorship Program A Success"},"content":{"rendered":"<p>Your organization wants to develop its people. That\u2019s a given. The question is how to do it well. That\u2019s where a workplace mentorship program can make a difference. Workplace mentoring has gained momentum over the last few decades as a way to grow employees and <a href=\"https:\/\/www.sogolytics.com\/blog\/benefits-of-mentoring-at-work\/\" target=\"_blank\" rel=\"noopener\">gain other benefits<\/a>. But, making your workplace mentorship program a success takes work. This article shares strategies and risks to avoid.<\/p>\n<div class=\"div-spacer\"><\/div>\n<p><a href=\"https:\/\/www.sogolytics.com\/blog\/wp-content\/uploads\/2022\/06\/mars-sector-6-IgUR1iX0mqM-unsplash.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-large wp-image-53883\" src=\"https:\/\/www.sogolytics.com\/blog\/wp-content\/uploads\/2022\/06\/mars-sector-6-IgUR1iX0mqM-unsplash-1024x683.jpg\" alt=\"It's important to make your mentorship program work\" width=\"1024\" height=\"683\" srcset=\"https:\/\/www.sogolytics.com\/blog\/wp-content\/uploads\/2022\/06\/mars-sector-6-IgUR1iX0mqM-unsplash-1024x683.jpg 1024w, https:\/\/www.sogolytics.com\/blog\/wp-content\/uploads\/2022\/06\/mars-sector-6-IgUR1iX0mqM-unsplash-300x200.jpg 300w, https:\/\/www.sogolytics.com\/blog\/wp-content\/uploads\/2022\/06\/mars-sector-6-IgUR1iX0mqM-unsplash-768x512.jpg 768w, https:\/\/www.sogolytics.com\/blog\/wp-content\/uploads\/2022\/06\/mars-sector-6-IgUR1iX0mqM-unsplash-600x400.jpg 600w, https:\/\/www.sogolytics.com\/blog\/wp-content\/uploads\/2022\/06\/mars-sector-6-IgUR1iX0mqM-unsplash-50x33.jpg 50w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/a><\/p>\n<div class=\"div-spacer\"><\/div>\n<p>To begin, a successful workplace mentorship program requires organizational commitment. Put people in charge of managing and monitoring the program and give them the resources to do the job well. Your business also needs to establish goals for its mentoring program in advance. <a href=\"https:\/\/theolsongroup.com\/start-mentorship-program-5-benefits\/\" target=\"_blank\" rel=\"noopener\">The Olson Group<\/a> suggests some questions to consider include:<\/p>\n<div class=\"div-minispacer\"><\/div>\n<ul>\n<li>What do we want this program to achieve?<\/li>\n<li>Why do our employees need mentors?<\/li>\n<li>What type of mentoring would best suit our staff? Options include one-on-one, electronic, group, and peer.<\/li>\n<\/ul>\n<p>Also, don\u2019t expect the program to make a difference in just days. \u201cIt has to be a long-term program with frequent meetings, and the meetings have to be meaningful, not arbitrary. You can\u2019t just meet to talk about \u2018stuff\u2019 three times a year,\u201d says <a href=\"https:\/\/knowledge.wharton.upenn.edu\/article\/workplace-loyalties-change-but-the-value-of-mentoring-doesnt\/\" target=\"_blank\" rel=\"noopener\">Wharton\u2019s Jennifer S. Mueller<\/a>.<\/p>\n<div class=\"div-minispacer\"><\/div>\n<p>Brad Bunt, Small Business Development Center at\u202fKilgore College in Kilgore, Tex., told <a href=\"https:\/\/www.entrepreneur.com\/article\/275101\" target=\"_blank\" rel=\"noopener\">Entrepreneur<\/a>\u00a0that\u00a0it is a good idea to wait six months into the program before measuring impact. That\u2019s when the program is established enough for mentors and mentees to get over their insecurities \u201cand see the benefits of the program.\u201d<\/p>\n<div class=\"div-spacer\"><\/div>\n<h2>Pick effective mentors<\/h2>\n<p>Of course, the success of workplace mentoring will rest also on the quality of the mentors participating in your program. <a href=\"https:\/\/news.gallup.com\/businessjournal\/976\/basics-mentoring.aspx\" target=\"_blank\" rel=\"noopener\">Gallup identifies<\/a> <strong>five talents<\/strong> that can make people effective as mentors:<\/p>\n<div class=\"div-minispacer\"><\/div>\n<ol>\n<li>\n<blockquote><p><strong>&#8220;Belief.<\/strong> Mentors high in the Belief theme value facilitating the growth of another person. They take a satisfaction from seeing another person&#8217;s success, specifically individuals with whom they have a relationship.&#8221;<\/p><\/blockquote>\n<\/li>\n<li>\n<blockquote><p><strong>&#8220;Arranger.<\/strong> Mentors strong in the Arranger theme resonate to setting others up for success. They can design growth experiences for others by helping them have the materials and equipment they need or by teaming with others who have complementary talents.&#8221;<\/p><\/blockquote>\n<\/li>\n<li>\n<blockquote><p><strong>&#8220;Self-Assurance.<\/strong> Mentors high in the Self-Assurance theme have the inner strength to know that they have something to offer to their mentee, can help them know the right things to do, and can be a role model for them.&#8221;<\/p><\/blockquote>\n<\/li>\n<li>\n<blockquote><p><strong>&#8220;Developer.<\/strong> The developer not only knows that building a relationship with a person is essential to his is or her growth, but actually takes satisfaction from helping the individual grow and resonates with the building of the relationship.&#8221;<\/p><\/blockquote>\n<\/li>\n<li>\n<blockquote><p><strong>&#8220;Relator.<\/strong> Mentors high in the Relator theme care enough to do things with the mentee for the mentee&#8217;s own good. As the relationship develops, the mentor recognizes what is confidential to the relationship and then is absolute in maintaining that confidence. At the highest level of relationship, the mentor shares confidences and risks with the mentee. Trust grows.&#8221;<\/p><\/blockquote>\n<\/li>\n<\/ol>\n<h2>Train participants<\/h2>\n<p>Mentoring is not something an individual just knows how to do. Sure, they have experience in the job and background at your company. But mentoring requires someone to be an effective communicator, provide <a href=\"https:\/\/www.sogolytics.com\/blog\/constructive-criticism-to-manager\/\" target=\"_blank\" rel=\"noopener\">constructive criticism<\/a>, and support the mentee\u2019s <a href=\"https:\/\/www.sogolytics.com\/blog\/how-managers-can-help-employees-set-goals\/\" target=\"_blank\" rel=\"noopener\">goal setting<\/a>. The training can also help participants to get onboard with the program by communicating the objectives and why mentoring matters.<\/p>\n<div class=\"div-minispacer\"><\/div>\n<p>Training can also help manage the mentee\u2019s expectations. Tammy Allen, co-author of Designing Workplace Mentoring Programs: An Evidence-Based Approach told <a href=\"https:\/\/www.inc.com\/guides\/2010\/04\/start-mentoring-program.html\" target=\"_blank\" rel=\"noopener\">Inc.<\/a>, &#8220;Because the word &#8216;mentoring&#8217; has a lot of connotations associated with it, people might think, &#8216;this is the person who is going to get me promoted, get me this, get me that,&#8217; so it&#8217;s really important to identify to participants what the objectives are and what to expect, as well as not to expect, from it.&#8221;<\/p>\n<div class=\"div-spacer\"><\/div>\n<h2>Match mentors and mentees intentionally<\/h2>\n<p>\u201cEven the most robust mentoring efforts can produce unimpressive results if you get the mentor-mentee pairings wrong,\u201d <a href=\"https:\/\/www.umassglobal.edu\/news-and-events\/blog\/benefits-of-mentoring-in-the-workplace\" target=\"_blank\" rel=\"noopener\">UMass Global<\/a> notes.<\/p>\n<div class=\"div-minispacer\"><\/div>\n<p><a href=\"https:\/\/www.sogolytics.com\/\" target=\"_blank\" rel=\"noopener\">Surveying employees<\/a> about their skills, communication and learning styles, and objectives for the mentoring relationship can help to pair (or group) people effectively.<\/p>\n<div class=\"div-spacer\"><\/div>\n<p><a href=\"https:\/\/www.sogolytics.com\/blog\/wp-content\/uploads\/2022\/06\/antonio-janeski-CHVTt0aGbx0-unsplash.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-large wp-image-53884\" src=\"https:\/\/www.sogolytics.com\/blog\/wp-content\/uploads\/2022\/06\/antonio-janeski-CHVTt0aGbx0-unsplash-1024x683.jpg\" alt=\"Teamwork makes the dreamwork, and mentorship makes teams work\" width=\"1024\" height=\"683\" srcset=\"https:\/\/www.sogolytics.com\/blog\/wp-content\/uploads\/2022\/06\/antonio-janeski-CHVTt0aGbx0-unsplash-1024x683.jpg 1024w, https:\/\/www.sogolytics.com\/blog\/wp-content\/uploads\/2022\/06\/antonio-janeski-CHVTt0aGbx0-unsplash-300x200.jpg 300w, https:\/\/www.sogolytics.com\/blog\/wp-content\/uploads\/2022\/06\/antonio-janeski-CHVTt0aGbx0-unsplash-768x512.jpg 768w, https:\/\/www.sogolytics.com\/blog\/wp-content\/uploads\/2022\/06\/antonio-janeski-CHVTt0aGbx0-unsplash-600x400.jpg 600w, https:\/\/www.sogolytics.com\/blog\/wp-content\/uploads\/2022\/06\/antonio-janeski-CHVTt0aGbx0-unsplash-50x33.jpg 50w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/a><\/p>\n<div class=\"div-spacer\"><\/div>\n<p>Keep in mind, you don\u2019t have to only match mentors with mentees in their specific area of your organization. It can be useful to have people meet with individuals in other disciplines to get different perspectives.<\/p>\n<h2>Make sure mentees are ready<\/h2>\n<p>The <a href=\"https:\/\/www.bc.edu\/content\/dam\/files\/centers\/cwf\/individuals\/pdf\/MentorGuide.pdf\" target=\"_blank\" rel=\"noopener\">National Center for Women &amp; Information Technology<\/a> suggests a prote\u0301ge\u0301e is ready for mentoring if that individual:<\/p>\n<div class=\"div-minispacer\"><\/div>\n<ul>\n<li>\u201cHas ambitions to advance and increase [their] contribution to the organization\u201d<\/li>\n<li>\u201cActively seeks constructive feedback and acts on it\u201d<\/li>\n<li>\u201cIs able to commit time and effort to professional growth\u201d<\/li>\n<li>\u201cIs willing to explore new behaviors and skills\u201d<\/li>\n<\/ul>\n<h2>Avoid bureaucracy<\/h2>\n<p>With mentoring programs so popular in the workplace, it is not surprising that a <a href=\"https:\/\/hbr.org\/2008\/01\/why-mentoring-matters-in-a-hypercompetitive-world\" target=\"_blank\" rel=\"noopener\">Harvard Business Review<\/a> study found \u201cit is easy for mentoring programs to become <a href=\"https:\/\/www.forbes.com\/sites\/nazbeheshti\/2019\/01\/23\/improve-workplace-culture-with-a-strong-mentoring-program\/?sh=436fec0776b5\" target=\"_blank\" rel=\"noopener\">stale and bureaucratic<\/a>.\u201d<\/p>\n<div class=\"div-minispacer\"><\/div>\n<p>You\u2019ll want to avoid this with regular monitoring and communication with your mentors and mentees. Also, be sure to provide an exit plan for mentors or mentees to safely exit the relationships without hurting the other individual\u2019s feelings. If the people don\u2019t get along or aren\u2019t getting any value from the relationship, there needs to be an established way to let people start anew with someone else.<\/p>\n<div class=\"div-spacer\"><\/div>\n<h2>Making mentoring happen at work<\/h2>\n<p>Mentoring makes a difference. An ASTD study cited by <a href=\"https:\/\/www.mentorcloud.com\/blog\/top-7-trends-in-employee-engagement-strategies-and-what-is-the-role-of-a-mentor\" target=\"_blank\" rel=\"noopener\">MentorCloud<\/a>, showed that \u201cmanagerial productivity increases by 88 percent when managers are involved in a corporate mentorship program, as compared to only a 24 percent increase when managers received only training but no mentorship.\u201d<\/p>\n<div class=\"div-minispacer\"><\/div>\n<p>To get your workplace mentoring program up and running you\u2019re going to need people to be mentors and mentees. That\u2019s next in this series.<\/p>\n<div class=\"div-minispacer\"><\/div>\n<p>One good way to find out how people are feeling about mentoring in your workplace? <a href=\"https:\/\/www.sogolytics.com\/employee-pulse-survey\/\" target=\"_blank\" rel=\"noopener\">Employee Pulse<\/a> surveys! <a href=\"https:\/\/www.sogolytics.com\/employee-engagement-software\/\">SoGoEX<\/a> can help you get started by assessing the overall sentiment across your organization, capturing critical feedback and analyzing the data to better inform your strategies.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Your organization wants to develop its people. That\u2019s a given. The question is how to do it well. That\u2019s where a workplace mentorship program can make a difference. Workplace mentoring has gained momentum over the last few decades as a way to grow employees and gain other benefits. But, making your workplace mentorship program a success takes work. This article shares strategies and risks to avoid. To begin, a successful workplace mentorship program requires organizational commitment. Put people in charge of managing and monitoring the program and give them the resources to do the job well. Your business also needs to establish goals for its mentoring program in advance. The Olson Group suggests some questions to consider include: What do we want this program to achieve? Why do our employees need mentors? What type of mentoring would best suit our staff? Options include one-on-one, electronic, group, and peer. Also, don\u2019t expect the program to make a difference in just days. \u201cIt has to be a long-term program with frequent meetings, and the meetings have to be meaningful, not arbitrary. You can\u2019t just meet to talk about \u2018stuff\u2019 three times a year,\u201d says Wharton\u2019s Jennifer S. Mueller. Brad Bunt, Small Business Development Center at\u202fKilgore College in Kilgore, Tex., told Entrepreneur\u00a0that\u00a0it is a good idea to wait six months into the program before measuring impact. That\u2019s when the program is established enough for mentors and mentees to get over their insecurities \u201cand see the benefits of the program.\u201d Pick effective mentors Of [&hellip;]<\/p>\n","protected":false},"author":41,"featured_media":5038,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[5,156],"tags":[646,164,241,168,385,208,810],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v19.7.1 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Making Your Workplace Mentorship Program A Success - Sogolytics Blog<\/title>\n<meta name=\"description\" content=\"Making workplace mentorship programs successful requires intentionality, and it helps to know what to avoid when developing a successful strategy.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.sogolytics.com\/blog\/workplace-mentorship-program-success\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Making Your Workplace Mentorship Program A Success - Sogolytics Blog\" \/>\n<meta property=\"og:description\" content=\"Making workplace mentorship programs successful requires intentionality, and it helps to know what to avoid when developing a successful strategy.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.sogolytics.com\/blog\/workplace-mentorship-program-success\/\" \/>\n<meta property=\"og:site_name\" content=\"Sogolytics Blog\" \/>\n<meta property=\"article:published_time\" content=\"2022-06-14T13:01:25+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2022-06-14T14:02:53+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.sogolytics.com\/blog\/wp-content\/uploads\/2018\/12\/emp-1.png\" \/>\n\t<meta property=\"og:image:width\" content=\"487\" \/>\n\t<meta property=\"og:image:height\" content=\"714\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Jenn Goddu\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\/\/www.sogolytics.com\/blog\/workplace-mentorship-program-success\/\",\"url\":\"https:\/\/www.sogolytics.com\/blog\/workplace-mentorship-program-success\/\",\"name\":\"Making Your Workplace Mentorship Program A Success - Sogolytics Blog\",\"isPartOf\":{\"@id\":\"https:\/\/www.sogolytics.com\/blog\/#website\"},\"datePublished\":\"2022-06-14T13:01:25+00:00\",\"dateModified\":\"2022-06-14T14:02:53+00:00\",\"author\":{\"@id\":\"https:\/\/www.sogolytics.com\/blog\/#\/schema\/person\/e279d58fbb23148c5be4fdcb53b4a454\"},\"description\":\"Making workplace mentorship programs successful requires intentionality, and it helps to know what to avoid when developing a successful strategy.\",\"breadcrumb\":{\"@id\":\"https:\/\/www.sogolytics.com\/blog\/workplace-mentorship-program-success\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/www.sogolytics.com\/blog\/workplace-mentorship-program-success\/\"]}]},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\/\/www.sogolytics.com\/blog\/workplace-mentorship-program-success\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Making Your Workplace Mentorship Program A Success\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/www.sogolytics.com\/blog\/#website\",\"url\":\"https:\/\/www.sogolytics.com\/blog\/\",\"name\":\"Sogolytics Blog\",\"description\":\"\",\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/www.sogolytics.com\/blog\/?s={search_term_string}\"},\"query-input\":\"required name=search_term_string\"}],\"inLanguage\":\"en-US\"},{\"@type\":\"Person\",\"@id\":\"https:\/\/www.sogolytics.com\/blog\/#\/schema\/person\/e279d58fbb23148c5be4fdcb53b4a454\",\"name\":\"Jenn Goddu\",\"description\":\"Jenn likes asking questions and getting answers, which makes Sogolytics a good match. 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