One of the most impactful ways to approach career development is by implementing a mentoring program that begins in the onboarding process and continues throughout an employee’s time with an organization.

By implementing a mentoring program, an organization will see benefits not only for the company, but also for everyone that chooses to participate as a mentor or mentee. This focused mentoring program can help your organization…

  • Improve employee satisfaction
  • Increase employee retention
  • Improve employee engagement
  • Develop your leaders
  • Grow your succession pipeline.

When implementing your mentoring program, the plan should include these 5 key elements to make your program successful. Click on the links below to learn more about these key elements...

1. Setting Business Objectives

2. Choosing Participants 

3. Matching Your Participants

4. Training Your Mentors and Mentees

5. Reporting

  

Click Here to Download our eBook: Launching a Mentoring Program to Accelerate  Employee Career Development

 

 

 

 

 

1. Setting Business Objectives

In order to successfully plan your mentoring program to develop your employee’s careers, you must set some basic business objectives. These objectives will not only help to initiate your plan, but they will also help you to figure out what needs to happen for the program to be a success. There are a few questions that you need to ask when setting your business objectives…

  • What competencies do you want to develop within the organization that will improve career growth?
  • How will a mentoring relationship develop these competencies?
  • How will you measure success?

It’s not just important that stakeholders be a part of creating these objectives, but that they all see the value in making career development a priority for your organization. 

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2. Choosing Your Participants

Before mentor matching can begin, you must first decide who will be participating in the program. Here are a few things to consider when choosing your participants.

  • Based on your business objectives, your program may be considered inclusive or exclusive.
  • Define the minimum career level for a mentor and maximum career level for a mentee.
  • Set minimum requirements to participate; this includes number of meetings, need for career development, experience necessary to successfully mentor

When focusing on career development, it’s important to consider all types of employees to participate. The most important factor should be that the participants are willing to learn and/or share the knowledge necessary to be successful.

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3. Matching Your Participants

Once your participants start signing up for your program, you can start the matching process. In a traditional mentoring program, like one focused on career development, you need to ensures that the mentee will be able to learn from the mentor.

  • Define the career development needs that will be addressed in the mentoring relationship
  • Career levels – range of level from mentor to mentee
  • Competencies need to be included to achieve career success
    • Also include: department location, function of the department, etc.
We recommend that you use matching software and allow your mentees to self-match with their mentor. This will help to increase the likelihood of success in these mentoring relationships. 

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4. Training Your Mentors and Mentees

Mentoring involves a unique relationship that not all participants are prepared for. Training is important to make them aware of their respective role and the expectations being set for them. Training should include the following information…

  • Define how the mentor can assist with Career Development
  • Inform mentees on how to create a Career Development plan using provided tools
  • Role profile for the mentor and mentee
  • Overview of the phases of a mentoring relationship

It’s important to check-in with your participants throughout the mentoring process to determine if the mentor or mentee need additional training. 

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5. Reporting

Having a strategy for long-term reporting is extremely important in determining whether your program is successful or not. Your previously stated objectives should determine how success will be measured and allow you to collect quantitative data.

  • Short Term Reporting: Use competency assessment tools and survey data to determine which objectives have been achieved through the mentoring relationship.
  • Long Term Reporting: Examine data for the past 2 to 3 years and compare employees who have changed roles and employees who participated in the mentoring program. Joining these data points together will allow you to see the affect that your mentoring program has on developing careers w

 

Click Here to Download our eBook: Launching a Mentoring Program to Accelerate  Employee Career Development