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Each January, we celebrate National Mentoring Month—a campaign dedicated to recognizing the power of strong mentoring relationships.
While the campaign started to raise awareness for mentoring children and young people, it also highlights the benefits of mentorship in other contexts, including the workplace, during National Mentoring Month and on.
Whether you’re a mentee, mentor, or leader, mentorship can yield long-lasting benefits for every professional and business. Keep reading to learn what they are, along with tips to successfully integrate mentoring at work.
A mentor is someone experienced in a certain skill or field and can educate others, regardless of seniority or hierarchy. While a senior mentor and a junior mentee are the most popular duo, mentorship can also be effective in other forms.
For example, a young, tech-savvy professional may partner with an older colleague to improve their proficiency with technological tools. Determine the needs of your workforce to create optimized pairings.
Learn more about how to navigate the multi-generational workforce.
In a successful workplace mentorship, the mentee receives support, education, and guidance from a more experienced colleague. This partnership allows them to develop new skills or, if they’re a new employee, enjoy a smoother onboarding process. It can also improve their relationship with work, as 20% of workers say training and development is important to their job satisfaction, according to our Talent Trends report.
Beyond immediate effects, mentorship provides long-term benefits for mentees as well. Once they’ve grown their skills, confidence, and network, they may go on to receive more promotions and raises. This clearer path for career progression is especially important for 27% of workers who reported a lack of growth opportunities as a top reason for seeking new roles.
Perhaps unsurprisingly, the benefits for a mentee largely overlap with the benefits of mentoring. Contributing to others’ development can be a rewarding experience that instills a sense of self-worth and fulfillment, which 28% of workers say is essential to accepting or applying for a role. Mentors also have the chance to learn and work on their leadership skills—great for retention and career development.
Beyond the two parties, mentoring initiatives also positively impact the overall business by fostering a more collaborative environment and positive company culture. When mentees and mentors can rely on someone for support and guidance, they may feel more at ease exploring new ideas, fueling creativity and innovation.
Additionally, one study found that retention rates for mentees were 50% higher than those without a mentor, reducing turnover and increasing employee engagement. Considering the growing number of Gen Z professionals in the workforce, pairing younger employees with more experienced workers can prepare them for higher-level opportunities within your organization.
If you’re a leader hoping to start or improve your company’s mentorship initiatives, use the following tips to guide your efforts:
Set goals and guidelines: A mentorship relationship is only as good as its mission and the process it takes to achieve it. For the best results, establish expectations, schedule regular check-ins, and track progress using milestones and checkpoints. Providing mentors with proper training will also lead to better outcomes.
Solicit feedback: If you’re unsure which pairing would best suit certain employees, simply ask them. This could be through a one-on-one conversation or a questionnaire that helps you identify their strengths, weaknesses, goals, and learning style.
Make it part of the company culture: Celebrate successful mentorships by promoting them internally and externally. Doing so can help attract potential hires and boost morale within your existing workforce.
At Michael Page, we provide tailored recruitment services for businesses in a wide range of industries. Learn what we can do for you or contact a recruitment consultant to get started finding your ideal candidate for your open role.
