Why should you have a Mentoring Programme?

A Mentoring Programme can be difficult to implement but have numerous benefits to the individual and the organisation.

Benefits of developing a Mentoring Programme:

  • Help with on-boarding: Mentoring can help smooth the process of bringing new employees up to speed, and help redeploy existing employees in a new area of the organisation. Studies by Gallup show that the first few weeks of an employee’s new position is critical to the overall success and effectiveness of that employee. Mentoring can be a key resource during this crucial time.
  • Employee engagement and retention: Research has shown that employees involved in effective mentoring programs have higher job satisfaction. A key element of employee engagement is the employee’s knowledge that the organisation they belong to cares about them as an individual, and that their development is important. This understanding leads to increased job satisfaction and reduced turnover of valuable talented employees. Studies by Gallup have shown that employees that are supported become more engaged and stay in a job longer than those that are left to dangle in the breeze. A large percentage of employee turnover is directly related to a lack of employee engagement. Giving employees the support to help them do their jobs effectively helps increase retention and produces better results.
  • Knowledge management and sharing: The intrinsic knowledge of the organisation retained by key individuals is an essential and valuable part of an organisation. Helping share this knowledge helps build talent and increase sustainability. If these knowledgable individuals leave, this valuable information leaves with them unless the organisation has an effective knowledge management system or knowledge transfer process. An effective mentoring program allows (and encourages) key leaders and employees to share their knowledge and skills with others. This reduces the organisation’s risk of losing of key skills and knowledge.
  • Increased productivity: Employees, managers and leaders that have to re-invent solutions to common problems are wasting time that could be better spent. Employees involved in mentoring programs have an effective process for getting solutions to typical challenges quickly. Sharing knowledge and solutions to challenges can help reduce the learning curve and the addition of new problems when problems are solved without the benefit of existing experience.
  • Development and succession planning: A mentoring programme can provide an effective way to develop the career growth paths of your employees. Mentoring and coaching employees to develop the skill sets necessary for future growth is an effective way of reduce hiring and turnover costs. It also creates a culture of continuous learning and innovation. Mentoring is an effective tool for developing employees to fill key roles as part of your organisation’s succession plan. Mentoring offers both mentors and protégés the opportunity to be better and more productive than either could be alone. Mentors are able to embed their understanding and clarify their thinking on processes as they help the protege develop their understanding. why should you have a Mentoring Programme

Why should you have a Mentoring Programme? Why you should have a Mentoring Programme

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Richard Riche

Change Communication and Employee Engagement specialist at One Clear Message Consulting
Richard specialises in helping you build real human communication skills. Employee Engagement / Experience, Emotional Intelligence skills, building high performance teams and a great place you want to work. TED style speaking and presentation skills. Training, consulting and coaching.
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One Response

  1. Kirsten Long 18 August 2014

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