Advice for Businesses

The Power of Knowledge Sharing: 4 Ways to Maximise Sharing Knowledge Today

In any organisation, cultivating a culture of knowledge sharing will have lasting impacts on innovation, productivity and growth.

We all know the saying ‘knowledge is power’ and yet, if we don’t share our knowledge with others, what power does it really have?

Because when you connect people across your business that have expertise with those that need it, that’s when the real magic happens. Without sharing knowledge, we can’t use knowledge effectively.

Whether you’ve heard the term before or not, this guide will break down what knowledge sharing is, why it’s important and show you how to make it work.

What is knowledge sharing?

Knowledge sharing is the act of ‘passing’ valuable information on to people who need it. It’s a way of guiding one another through the hurdles of a particular industry or niche and supporting continuous learning.

Sometimes the knowledge being shared is tacit, meaning that it was learned from experience. This is invaluable, as there are so many things in any industry that require first-hand experience to learn. 

Knowledge sharing can also be explicit. Meaning it was learned from documents or training programs. Again, an invaluable resource to learning.

Sharing knowledge allows your teams a first-hand gateway to information that they wouldn’t have access to otherwise. It assists them with personal development, professional growth, and of course to connect with seasoned professionals. 

Why is knowledge sharing so important in the workplace?

The main reason why knowledge sharing is so important in the workplace is that it helps your team to grow off of the back of experience that is learned, acquired, or given. It’s goal is to streamline various business processes, improve staff performance, and is indispensable for workplace activities such as problem-solving.

Knowledge sharing is not about shortcuts, though. It’s about collaboration and bringing people together to work in the most effective way possible. It has lasting impacts for your people from onboarding to succession planning

Implementing formal channels for knowledge sharing is essential is in our modern, hybrid and remote workplaces. A common problem is that people from the same team are often isolated from one another in remote work. In this instance, a cohesive knowledge sharing strategy will help remote employees to connect and work more effectively, while boosting morale and engagement. 

Examples of knowledge sharing at work

✅ Mentoring

This is a one-on-one way to give knowledge to your people. It is a quintessential form of knowledge sharing that’s been around since the days of Plato and Aristotle. 

Mentorship is when a person gives advice to a mentee and assists them with their careers, or in other areas such as networking, inclusion, supporting mental health, and their general well-being.

✅ Feedback and appraisals

This is another one-on-one method of knowledge sharing that allows peers to analyse a piece of work they’ve done and pick up on the areas of improvement. This allows them to strengthen their best qualities and identify areas of improvement, leading to a more well-rounded, expertly trained team member with a greater ability for mobility, whether internal or industry-based.

✅ Guides and presentations

Thought leaders in the workplace can produce and deliver guides and/or presentations across the business to groups that want to upskill in that area. This can be used as part of training materials, or just as an added bonus during team meetings.

Businesses can even get in touch with thought leaders and invite them to speak to their staff. This works particularly well as a benefit of employee resource groups and networks. 

How do I cultivate a culture of knowledge sharing

There are many different ways that you can encourage a knowledge sharing culture at work. The first (and broadest) step is to set an example yourself, role-modelling and encouraging knowledge sharing in your team. 

Setting up formal pathways for knowledge sharing will help you go that extra step to embed the practice in your culture. We always recommend getting senior leadership buy-in to make this work and that rewarding participation can be really effective.

No matter how you achieve it, communication is the main component of knowledge sharing, so make sure you promote your initiatives far and wide. Whether it’s a lunch and learn, or a shared shelf of books and resources, people need to know it’s there to utilise it. 

4 top tips for improving knowledge sharing in your organisation

1. Implement a mentoring program

Implementing a mentoring program is a great way to exchange information between mentor and mentee. And best of all there are different types of mentoring from group mentoring to peer-to-peer, so you can choose the right type for your people. 

Setting up an effective program takes some careful planning, but the results are impressive. To get started, you can always talk to a us and we’ll guide you through the whole process. 

2. Consider peer learning

If you’re a fan of teaming your staff up, peer learning is the act of pairing team members with similar experience with one another so that they can help each other learn.

This means that they can bond over common ground and may have some unique tips to impart on one another. What works in peer learning, is that the relationship is equal – this creates a safe space for learning. The best part is, your people may already be doing this so formalising a peer learning program will be building on learning that’s already taking place.  

3. Set up a lunch and learn program

Lunch and learns or programs of events are a great way to encourage knowledge sharing. Whether run in teams or across the business, the idea is that your people will run a session on their area of expertise.

They’re a great way for people to learn something new without having to go out of their way to do it. Plus the presenter practices their skills teaching, speaking publicly and clarifies their own knowledge at the same time.

4. Create a ‘shared shelf’ 

Teams that learn together, grow together. Starting a team library of books and resources that your people have found useful is a great way to encourage knowledge sharing.

You can also start Slack channels or groups for people to recommend resources, training courses or other materials. What’s key here is that senior leaders role model using this resource, and remind people that there are free learning materials at their finger-tips.

The verdict

Knowledge sharing is an essential way to upskill your people. It works for both the learner and the teacher to practice new skills and solidify their knowledge.

Over time, you will increase staff retention, office morale and equip your team with actionable advice that they can use in their everyday working lives. It really is a win-win way to develop your people. 

Knowledge sharing is a pragmatic, streamlined way to take the expertise that is already in your organisation and make the most of it. By implementing formal channels for knowledge sharing, you will build a strong rapport in your company, and help people to learn and grow, together. 

If you’re looking for help setting up a mentorship program, consider talking to our expert team!

Advice for Businesses

How to Plan and Execute an Effective Mentor Training Program

We know that great mentors will help people learn skills and contribute towards building a team that works together for the greater good of your company. 

In order to get the best out of your mentoring program, we recommend incorporating mentor training before and during. This will help you to empower your mentors with the skills they need to excel.

In this post, we’ll explore the importance of training for mentors and reveal how you can plan and execute an effective mentor training program, today!

What is a mentor training program?

Did you know that 84% of Fortune 500 companies have mentoring initiatives? This article by Forbes shows how important mentors are for the world’s most successful businesses. 

In its simplest form, a mentor training program helps mentors gain the skills and knowledge they need to support mentees effectively. During training, mentors will learn the skills they need and build confidence in their abilities.

Mentor training programs can be customised depending on the experience level of participants. For example, new mentors will learn about the principles of supporting others, while programs for experts will cover more advanced techniques. 

Any training program aims to ensure participants emerge with a clear purpose and are ready to foster positive relationships with their mentees. 

And this is good news for your organisation. Effective mentors are a proven way to improve employee retention rates, as employees want to know they have opportunities to progress within a company. According to HCA Mag, studies also show that companies with a mentoring scheme can expect their retention and employee engagement rates to increase by up to 50%

Do mentors really need training?

So, do mentors really need training? Surely if someone has a positive mindset and can’t wait to set the world alight with their immense skills and knowledge, that’s all that matters—right?

Erm, no. Mentors benefit from training because it helps them understand the needs of each mentee, build confidence in their ability and helps maintain healthy boundaries in the relationship. 

Mentors need the following traits/skills: 

  • Understanding 
  • Empathy 
  • Great listening skills 
  • A willingness to support people 
  • Proactive mindset 

A person may have these traits, but that doesn’t mean they know how to offer practical guidance to people. This is where mentor training comes in. 

Here’s what should happen by the end of a mentor training program: 

  • Effective communication: Training teaches essential techniques for effective communication, including active listening. 
  • Flexibility: A mentor should also know how to tailor support and guidance for each mentee’s unique needs. 
  • Relationship building: Professional relationships have firm boundaries, and training allows mentors to understand how to maintain them. 
  • Self-awareness: Mentors are only human, and a good training program allows participants to reflect and learn from past experiences. 

Mentor training is an essential way to equip your mentors with the right skills and information. It’s also a great way to bring mentors together to swap tips and advice.

What topics should your mentor training include?

Before planning the training, it’s important to understand what you need to achieve. Unfortunately, many mentoring programs fail because businesses don’t consider the participants’ needs and how the type of training will impact the outcome. 

For example, a live workshop where everyone can get actively involved might be best if you’re teaching beginners. However, experienced mentors might benefit from online training or self-guided courses.

Once you know your goals, you can incorporate the seven most important topics into your mentor training program: 

1. Program objectives 

Defining the program’s objectives ensures participants know what you’ll cover and keeps them on track during the learning journey. 

2. The benefits of mentoring 

Mentoring isn’t the easiest of tasks, but it can be highly rewarding. Everyone should know the benefits of supporting others so they can decide whether it’s right for them. This of course includes how mentoring benefits mentors too!

3. Defining the role of mentors and mentees 

Getting caught up in supporting another person can be easy, but mentoring depends on both parties knowing their responsibilities and roles. 

A professional relationship could become too personal if you don’t understand your boundaries, impacting mentoring quality. 

4. Building rapport with mentees 

A good rapport is central to any relationship, allowing both parties to speak freely and discuss any issues they might encounter. 

Establishing a good relationship will also enable the mentor to deal with conflict and understand the potential issues that might arise during the training. 

5. Reflecting on experiences 

Positive feedback is always vital with mentoring, and mentees will respond well to constructive insights. However, mentors should also be able to reflect on the training they deliver and look at the things they could have done differently. 

How do you structure a mentor training program?

Mentor training programs are a great opportunity to develop a strong foundation for the mentor-mentee relationship.

However, creating a comprehensive program incorporating all the necessary topics takes time and energy. 

A solid structure ensures you can deliver a program that covers all bases and offers an interactive learning experience. 

1. Define goals and outline the curriculum 

The program should start by outlining the goals of the program and establishing what the learner can expect to achieve. 

It’s also good to outline the curriculum and break it into topics and activities to establish a goal-based mindset. 

Nobody wants to dive into a course with endless information, but effective planning will give participants a clear idea of their learning journey and possible outcomes. 

2. Give participants a chance to ask any questions before and after the course 

If you’re running a live workshop or any form of online training, allowing participants to ask questions beforehand can help them understand the learning journey. 

Also, addressing questions after the training gives people a chance to clarify the curriculum and leaves them feeling like they’ve accomplished something. 

3. Decide on the number and length of sessions

Whether delivered online, in person, or a hybrid. Mentor training should be informative but digestible. We recommend a structure that includes a kick-off event, outlining the role of the mentor and it’s boundaries, and then a training session during the program.

This way mentors have the opportunity to ask questions that arise in session. However, the frequency and length of sessions will depend on your needs. One long session at the start of the session or several shorter sessions throughout may work better for you.

4. Provide materials to take away

Here at Guider, we have an integrated Learning Hub that contains everything you need to know to make the most out of mentoring as well as mentor and mentee training.

Whether you are using mentoring software such as Guider, or not, it’s important to provide mentors with training materials to refer back to and additional support outside of the training session.

Final thoughts 

Mentors are integral to any company, and their impact on mentees can result in higher profits, better retention rates and ongoing growth in the future. Investing time and money into training your mentors enables them to develop skills that will set your company apart. 

Developing a curriculum that covers relevant topics and ensures mentors know how to create strong relationships with mentees is the first step – but remember that ongoing training is also integral to a successful program. 

If you can provide lasting support to your mentors and give employees more opportunities to progress within the company, you’ll find each team member is more loyal, and you can attract top talent. It all starts with your first mentoring program. So, what are you waiting for? 

Want an all-in-one mentoring solution that includes mentor training? Talk to Guider

Advice for Businesses

How to Improve Employee Wellbeing Through Mentoring

Mentoring is a highly valuable practice for both mentor and mentee. That’s a fact.

Mentorship is an opportunity to hear from someone who has already travelled the same path as you, receive guidance in tackling challenges, and gain constructive feedback on areas of improvement. Not only that, but it is also an opportunity for both mentor and mentee to broaden their perspectives, develop new skills and explore ideas.

More importantly, mentorship allows the mentee to have a safe and confidential place to talk about their objectives without judgement or criticism. All in all, it’s an investment in personal growth and professional development that will bear significant returns over time.

But it’s not just about career progression. Mentoring has lasting benefits for employee wellbeing too, which in turn boosts employee engagement and productivity.

Types and uses of workplace mentoring e-book download How access to mentoring improves employee wellbeing

Let’s delve into each of the ways that mentorship can boost your employee wellbeing in more detail: 

1. Be a reliable source of guidance and wisdom

Employee mentorship programs provide an opportunity to speak to someone with an unbiased perspective on any situation you may face. This allows you to look at issues from multiple perspectives and receive honest feedback.

With their extensive experience, mentors can offer credible and trustworthy advice to help you better yourself. The level of expertise they’ve built through the years enables you to make the most of potential opportunities while helping you create a plan of action to achieve your goals. This provides the safety and reassurance of knowing that you have someone on your team to guide you, reducing stress and improving resilience. 

📖 Find out more about building trust in mentorship here 📖

2. Give access to resources for furthering growth and career opportunities

A well-connected mentor can give you access to exclusive events, networks, and industry knowledge, which you wouldn’t otherwise be able to obtain. Moreover, mentoring can provide a strong foundation for your long-term professional development by giving you the necessary tools and advice for your ambitions.

This improves well-being by validating mentees skills and competencies through opportunity. Mentee’s confidence will increase as they learn and grow. It’s also a great way to remove systemic barriers and create a more equitable working environment – which has a positive impact on performance for you and your company. 

3. Increase motivation and accountability

Having periodic check-ins with your mentor adds another layer of accountability to reaching your goals. This serves as strong motivation when making changes or overcoming obstacles related to any area of your life. If you’re feeling stuck in a rut professionally or emotionally, talking things through with someone who can provide clear insight can prove incredibly beneficial in moving beyond roadblocks. A mentor’s guidance helps us persist and remain inspired to achieve our goals. 

📖 Mentoring is also an impactful way to support people returning to work, find out more in our guide to returnships 📖

4. Provide emotional validation during tough times

Mentors may also provide support during difficult times and transitions at work. They can equip you with suitable coping strategies or provide emotional validation to triumph over life’s challenges. By securing the space and opportunity for you to reflect and process events or experiences with greater clarity, mentorship can bolster self-awareness and facilitate acceptance. All of these can ultimately enhance your overall emotional health.

📖 Find out more about how mentoring improves mental health in our guide 📖

5. Help you build confidence

By teaching the skill of active listening, mentors can help you understand yourself on a deeper level and help you improve your communication skills. With their valuable advice, mentors can offer support without judgment, empowering individuals to reach their full potential without fear of failure or criticism. This is known as psychological safety, an essential in mentoring. 

Their trustworthiness can give you the courage to take risks safely. Slowly but surely, your confidence in your abilities will increase as you overcome more and more obstacles to your personal growth.

📖 Find out more about the top mentoring skills needed in our guide 📖

6. Encourage you to practice self-care

A mentor can remind you that taking care of your well-being is paramount for employee mental health. A mentor can help you manage stress, stay emotionally healthy, and become more in tune with your goals and needs. Likewise, they can advise you on setting boundaries at work that reduce stress and protect wellbeing. 

A mentor can help you develop self-care practices such as:

  • Taking time for yourself every day
  • Learning to say “no” when needed
  • Developing healthy habits, such as learning new skills or celebrating achievements
  • Creating a distraction-free environment to focus on tasks
  • Prioritising important projects and managing workload 

7. Enable you to set realistic goals

Mentoring also empowers us to set achievable objectives tailored to our individual needs. They can provide a structure you can use to assess your strengths and weaknesses accurately. Through honest conversations, a mentor will help you identify any potential obstacles or challenges ahead and develop strategies for overcoming them.

More importantly, they will help us realise that it takes time to achieve a goal, that it’s the consistent and small steps that will eventually get you there. The rewards of reaching our goals are huge and can be highly beneficial to our wellbeing. 

8. Help you safely explore different paths in life

Mentoring provides expert guidance to think outside our comfort zone and become aware of different opportunities we may not have considered before. It offers an opportunity for safe exploration by allowing us to try out activities that can aid career development or personal growth with robust support from an experienced source. In addition, a mentor can introduce new techniques to learn from mistakes rather than avoiding them. This encourages strategic risk-taking where necessary, leading us down a path toward success.

There we have it, the top ways that mentoring can boost your employee wellbeing. To maximise the impact of mentoring on your wellbeing, you need to identify what attributes make an individual the right fit for a mentor. Finding someone that resonates with your own values is key. Common qualities to look out for in a mentor are wisdom, integrity, availability, curiosity, authenticity, and sincerity. When paired with understanding and active listening skills, this person has the potential to become an invaluable resource for personal growth within the realm of mental health and wellness.

Want to learn more? If you’re looking to start a mentoring program to improve your employee wellbeing, talk to Guider

Advice for Mentors

15 Essential Mentoring Skills You Need For Gold Standard Mentoring

Picture an amazing mentor you’ve had in your life. Whether it’s a teacher, colleague or peer, an incredible mentor improves your performance and provides opportunities for learning and growth.

So when you get the opportunity to mentor someone else, it not only validates you as a professional but is a fantastic opportunity to nurture someone else’s growth. Did you know, 89% of those who have been mentored will go on to mentor someone else?

But to do mentorship right, you need to foster the right mentoring skills. 

In this post, we list the 15 most critical mentorship skills you need. This list is not exhaustive but serves as a guide for mentors and program leads in what mentorship skills you need to cultivate. 

What are mentoring skills?

Mentoring skills refer to the abilities needed to guide someone’s personal or professional development. These mentorship skills may include active listening, providing constructive feedback, and offering guidance.

Mentoring skills help individuals develop their professional skills and achieve their goals. They create the right environment for growth such as fostering psychological safety and trust

Effective mentors provide guidance, support, and feedback to their mentees. This helps mentees navigate challenges and make progress in their careers. Which is why 97% of people with a mentor say that it’s valuable

How do you improve mentoring skills?

Individuals and organisations can foster essential mentorship skills in a number of ways:

  • Mentor training: With mentoring software like Guider, we provide training to mentors joining a program and supportive materials throughout the program. This teaches essential mentoring skills while participating in mentoring.
  • Self-reflection: If mentoring training isn’t offered through your mentorship program, you can learn essential skills by taking the time to reflect on what you’re good at and what you can work on. From there, you can focus on seeking ways to practice essential skills in your day to day life.
  • Self-directed learning: This could come in the form of seeking out online materials, talking to others or engaging with learning apps that develop skills. It’s a key part of your continuous learning. 

And it’s worth it too given that mentors are 6 times more likely to receive a promotion. It’s worth investing time and energy into developing mentorship skills for you and your team.

15 example mentoring skills you need to cultivate

Let’s take a look at the core mentorship skills that are needed for successful mentoring:

1. Active listening

Active listening goes beyond just listening to respond, it’s listening with the intent to understand. 

This may sound simple, but it takes practice to really get good at. It means you are showing that you’re listening through body language, the questions you ask and the responses you give.

To stand out as an amazing mentor, you need to actively listen to your mentee’s problems and take an interest in their life. It’ll help you understand them as a person and build trust so you can provide better support.

2. Empathy

Empathy is one of the top mentoring skills. It means that you are emotionally open to your mentee and able to try to understand how they are feeling. 

As EY’s Kim Billeter writes, “Empathy is a powerful force that must be embedded organically into every aspect of an organisation, otherwise the inconsistency has a dramatic impact on the overall culture and authenticity of an organisation.”

To build a strong relationship with your mentee, you need to understand how your mentee feels. Why? Because you can then provide them with the appropriate support for their needs. 

3. Feedback

Giving and receiving feedback well is another essential mentoring skill. But remember, not all feedback is helpful feedback.

The best feedback is constructive, timely and actionable. Make sure you give feedback in a respectful and non-judgmental manner, sticking to actions and results, not emotions or personal comments. 

Brené Brown writes: “When we avoid stating the truth—when we are vague or ambiguous under the guise of being kind—it is often because we are trying to lessen the discomfort for ourselves, not for the other person.”

So remember, giving feedback is essential for growth and even if it’s difficult, done well, it can be transformative.

4. Goal-setting

Setting goals and expectations is an important first step when mentoring. Agree clear, actionable and achievable goals to guide your mentoring sessions.

Make your goals SMART: Specific, Measurable, Achievable, Relevant, and Time-bound.

Remember to develop a plan with your mentee to help achieve those goals. Work with your mentee to break down these goals into more achievable milestones. And celebrate these milestones as you go – this is fantastic for keeping momentum in mentoring

5. Communication

Having good communication is vital mentoring skill. Want to build a strong relationship with your mentee? Listen, ask open questions and clarify information.

Good communication creates a safe environment. An environment where your mentee can share personal opinions and problems and trust the you will be open to them. It encompasses active listening and giving good feedback too. 

6. Coaching

Help your mentee develop specific skills and knowledge by adopting a coaching mindset as a mentee. 

While there are of course professional coaches, it’s important to think about how you can practice coaching skills in your mentoring sessions.

Sir John Whitmore states, “Coaching is unlocking a person’s potential to maximise their own performance. It is helping them to learn rather than teaching them.”

Challenge your mentee to think critically and creatively and encourage them to find their strengths. These coaching practices will help you unlock your mentee’s potential. 

7. Collaboration

You are responsible for guiding and advising a mentee, but this doesn’t mean you will be solely telling them what to do. Mentoring is a collaborative process. 

By working collaboratively with your mentee, you can empower them with the skills they need to work with others and achieve their goals. It’s a joint effort in which both parties will learn from one another.

8. Time management

Excellent time management skills help you stay organised and focused on the goals at hand. And the best part is good time management even improves job satisfaction.

In a study, individuals with better time management skills were less stressed and they were more likely to achieve their goals. 

Using your time management skills, keep your sessions on track. And take the time to impart this skill on your mentee. You will help them balance their workload and improve their performance, as well as leading to job satisfaction.

9. Adaptability

Adaptability ties in with active listening. Listen carefully to your mentee’s problems and adapt your mentoring to suit their unique needs.

Why? Because every mentee learns differently. And everyone’s priorities differ.

By listening and adjusting your technique to the person in front of you, you can help them develop. A mentorship in which one party is inflexible is much more likely to fail. 

10. Emotional intelligence

Emotional intelligence is essential for mentors. It helps you understand and handle both your own and your mentees’ emotions.

This improves communication, trust building, and personal and professional growth. Learn to understand both your own and your mentee’s emotions through self-reflection and awareness. 

11. Check your biases

We live in a world with huge diversity and our workplaces are no different. But you need to understand and navigate differences during mentoring without being clouded by your own unconscious bias.

So take the time to do the work and understand where your bias lie. Creating an inclusive workplace takes effort but it’s worth it. When people feel included, satisfaction, performance and profits increase

Ultimately, make sure you’re not making assumptions, but asking questions and listening to your mentees ideas and experiences. 

12. Networking

Help your mentee build relationships and connect with others in their industry through your network and by building their own. Your mentee will benefit from your industry connections as well as guidance navigating meeting new people. 

Remember, not everyone is taught how to network or understands its importance. By utilising your own networking skills you can go a long way to helping your mentee to grow.

13. Motivation

According to a 2020 study, motivation is critical in mentoring relationships. Motivated mentees saw more positive outcomes from the sessions. But that’s not all, the improved motivation also meant greater career success. 

So, it’s important to learn how to motivate your mentee. Learning about what inspires them and what they value is a good place to start. Motivation will improve your mentee’s confidence and lead to enhanced performance.

14. Self-reflection

Do you want to improve your mentoring practice? Self-reflection is one of the most critical mentoring skills.

Self-reflection helps you understand your strengths and areas for growth. Likewise, self-reflection helps your mentee develop a strategy to overcome potential obstacles.

Self-reflection is a critical part of mentoring. In a 2013 study, self-reflective mentees experienced better personal and professional growth. And here’s the interesting part, they also developed stronger relationships with their mentors.   

15. Professionalism is key

While it’s important to build rapport with your mentee, maintaining professionalism is key as you are acting as a role model.

Make sure you maintain professional boundaries, and set a good example of how to behave and navigate the workplace. Even if you and your mentee become friends, don’t let that get in the way of staying positive and professional.

There we have it: the essential mentoring skills you need to foster. Using these mentoring skills, you can leverage the power of mentoring for knowledge sharing, continuous learning and professional growth. 

Thinking about setting up a mentoring or coaching program? We’re here to help! Talk to one of our expert team today and get going with Guider.

Advice for Businesses

The Top Mentoring Apps That You Need to Download, Today

To support your mentoring program’s success, it’s important to have the right tools. That’s why we’re here to recommend the top 5 apps that you need to support mentoring and dig into why mentoring software is the best tool of all for effective mentoring!

Considering that 79% of millennials consider mentoring to be a crucial step on their journey to career success, it’s more imperative than ever that you use mentoring apps and software to keep everything running smoothly.

In this article, we take you through some of the best mentoring apps and software, so that you can be more informed when you pick your tools. Let’s dive in!

What is a mentoring app?

A mentoring app is a virtual platform used to handle all aspects of mentorship. This includes scheduling meetings, session plans, and of course, keeping all of the information relevant to each mentoring client in one concise space. When looking for a mentoring app, all-in-one is what you are looking for.

Its function doesn’t stop there. Mentoring apps allow program leads to stay on top of their mentoring program. This way, they can easily check in on who’s meeting who, how it’s going, and keep track of all of the feedback.

Some mentoring platforms will have a mobile app, while others will have a platform accessible through your browser on desktop and mobile. Either way, a mentoring app can transform your program.

Mentoring apps can also include other tools that facilitate mentoring such as calendars or virtual meeting tools. In this article, we include advice on both so that you can find the tools you need to support mentoring in your organisation.

📖 Find out more about how mentoring software works in our guide 📖

How can apps benefit my mentoring program?

Without mentoring apps, we are ultimately restricted in our methods for delivering mentoring programs, as program leads have to use spreadsheets and manual notes to make matches and track success. This is time and admin intensive.

And that’s time that could be spent pursuing more productive activities for HR and L&D teams. By using a mentoring app or software, you can ease that admin burden and still maximise mentoring in your organisation.  

📖 Find out more about why mentoring programs fail and how to prevent it in our guide 📖

As an employee, using a mentoring app or software will keep all aspects of your mentoring relationship in one place. And as a program lead, mentoring apps help companies to keep track of employee-mentor relationships at scale.

Here are some more benefits of using mentoring apps or software:

  • Smart matching that connects the right people to the right mentors
  • Set and track mentoring goals to stay motivated as a mentor/mentee
  • Find resources and learning materials to support the mentoring journey
  • Built in messaging, video conferencing and goal setting to keep mentoring all in one place
  • Plug-and-play integrations that make the platform fit seamlessly into your existing tech
  • Detailed data reporting that allows program leads to iterate and report on ROI with ease

If you’re not ready to use mentoring software, then there are a range of additional apps that you can make available to your people to make mentoring run more smoothly. Easy access to mentoring apps can support sign-up and engagement with mentoring. Find out more below.

📖 Find out more about the benefits of mentoring software in our guide 📖

Top 5 mentoring apps you need

1. Slack

Slack has been going from strength to strength since its inception. It now has over 20 billion (woah!) users and is predicted to have billions more in 2024.

It can be used to support mentoring by providing an easy chat function and the ability to start channels (aka groups) where your program participants can all interact.

It’s a great tool for remote and hybrid teams and allows you to communicate with your mentors and mentees with ease. 

2. Zoom

The cloud-based Zoom is a universally known video chat platform. It’s simple to use and share meeting links, making it a good app to have on hand for mentoring. 

Given how widely it’s used in the workplace already, it’s a great video chat app to support remote mentoring meet-ups as well as mentoring events or training sessions. 

📖 Find out how virtual mentoring supports remote teams here 📖

3. Notion

Notion gives its users the option for Team, School or Personal formats and has an extensive note-taking format that makes maintenance as convenient as it gets. Not only this but it has many great reviews from satisfied customers.

It’s important in mentoring that both parties take and share notes. An app like Notion can be a helpful way to share agendas, goals and action points that keeps both parties accountable.

4. Google Calendar

The Google Calendar is accessible, familiar, and integrated very well with most platforms (including Guider!). It can be used for scheduling and timing, and is also transferable. It also has a tonne of great features such as an address book, reminders, and alerts.

To make sure your mentors and mentees are getting their next meeting scheduled with ease and arriving on time, a calendar app is a fantastic tool.

5. Guider

As great as the above platforms are, none of them are designed specifically for mentoring. Guider is.

To that end, Guider is chock full of features akin to that of Google Calendar, Notion, and Zoom. In fact, it contains meeting scheduling (that integrates with calendars such as Google), video conferencing, messaging and goal-tracking. This means participants can stay in one place, boosting engagement with mentoring. 

On top of this, with full customisation, you can create a platform that fits into your company’s look and feel – helping to fully embed mentoring in your culture. It also integrates with your HRIS, making reporting on ROI easier and more detailed than ever. 

In short, Guider is an all-in-one mentoring platform that allows you to craft your mentoring program to you and your mentee’s specifications and preferences. While we don’t yet have an ‘app’, our platform works on mobile and desktop with ease, making it the perfect tool for opening up mentoring in your organisation. 

📖 Find out more about how Guider’s mentoring platform works here 📖

The wrap up

Overall, mentoring apps are a great way streamline and optimise your mentoring programs. They bring so many benefits to your program participants, as well as your ability to track and maintain your mentoring success.

Whether you choose to support mentoring through a range of standard off the shelf apps or go for an all-in-one solution, like Guider, there are plenty of mentoring apps on the market that can help set you up for success.

Ready to find out about mentoring software? Talk to our expert team today, free of charge.


Starting a Buddying System at Work? Here’s Our Complete Guide

The onboarding process can be tricky to get right, and can be particularly stressful for new employees who have to wade through new grounds with daunting tasks and unfamiliar people. You can’t feel like you’re part of the team if you don’t think you belong in it. 

This is where a buddy system comes in.

Similar to a mentoring program, a buddy system pairs new or inexperienced employees with more experienced ones to ensure they’re supported. It helps them fit into the organisation without a hitch. According to a study by Microsoft, new hires with buddies were 23% more satisfied with their overall onboarding process. 

In this guide, we’ll cover everything there is to know about a buddy system and how you can implement one in your workplace. Read on to learn more!

What is a buddy? 

A buddy is an experienced employee of the company. They are paired with a new hire who might be in the same job role or department—so that they can provide assistance, support, and guidance.

Their responsibility isn’t to teach the newbie everything but to serve as an ice breaker and help the new employee settle in easily and comfortably in the initial weeks or months. They help them build relationships with colleagues, learn company procedures, and act an anchor to run ideas by, etc. It’s a great form of knowledge sharing, as the buddy gets the new hire up to speed on culture and navigating the office environment. 

What makes a good buddy? 

Many might think that anyone with ample experience who knows the ins and outs of the company can be a buddy, but that’s not the case. A few things need to be considered before assigning someone as a buddy. 

Top characteristics of a great buddy

  • Good listening and communication skills
  • Willingness to or a record of helping and guiding others
  • Solid work performance record
  • A team player accepted and respected by others
  • Taking time out to ensure they are available for the new hire
  • Friendly, patient, and kind
  • Enthusiasm for being a buddy

Your buddy is essentially an ambassador for your culture. You want to put your best people forward to make sure new hires are getting a positive introduction to company culture.

What a buddy is not for

Now that we have covered what a buddy is and what qualities they should have let’s look at what a buddy is not for.

A buddy is not required to:

  • Teach basic skills or job-related duties
  • Gauge growth and progress
  • Explain company policies (That is the role of a manager) 

A buddy is not to be confused with a mentor or a manager. They are there to provide additional support and introduce new hires to the wider business. 

📖 If you want to provide the highest level of support, why not start a mentoring program for onboarding? 📖

What is a buddying system? 

A buddy system is a measure taken to ensure the smooth transitioning of new employees in the company. It pairs the new hire with an existing company employee with more experience, AKA the buddy—so they can show them the ropes and offer help wherever possible.  

It can also be used to support other groups, such as graduate program participants or employees transitioning to new departments and roles.

The dynamic between the two is mutually beneficial, but that is not exclusive. It’s bound to benefit the new employee more by ensuring they understand the company system, values, and mission and creating an environment that allows them to bring out their full potential.

The veteran employee can also use this opportunity to learn more from the new hire and how they operated in the previous workplace, as well as practicing leadership and managerial skills in a safe, low-pressure environment. 

What are the benefits of a buddy system? 

Implementing a buddy system encourages growth, open communication, a positive learning environment, and more. Having this system in your organisation will help improve and ensure;

  • Retention rate

One of the biggest issues organisations worldwide are facing is a low retention rate. Employees jump ship for a better opportunity in a heartbeat—this has been dubbed the Great Resignation. The company also bleeds money because hiring is more costly than offering handsome salaries and incentives. 

A buddy system helps retain new employees by creating an atmosphere of acceptance and making them feel comfortable and not overworked. This leads to higher retention rates because when people think they’re being heard and valued, they are likelier to be happy and satisfied and stick around for much longer. 

📖 Find out more about beating the great resignation with mentoring in our guide 📖

  • Quick integration 

A buddy system helps new hires ease into the company’s inner workings. It helps them better understand their job and the company dynamics. It provides a support system for work-related issues and others. And it makes it a pleasant experience, as joining a new workplace can be daunting for many and having someone in your corner can elevate morale.

  • Create a positive culture 

Everyone needs a friend in life, and the same goes for the workplace. Having someone who can relate to your troubles, provide emotional support, and guide you through that time immensely impacts how you perceive and handle these situations. 

So having someone in your corner is incredibly important. It creates a positive culture that continues to have a chain effect as the next hire is treated the same by the now older employee because they can relate to the situation. 

  • Boost productivity 

According to a survey, 22% of employees experience an equal or more increase in productivity if they have a friend in the workplace. This goes to show how vital support is and how a work buddy can be of great help to their colleagues and the company overall. 

  • Discover insights

Each new person joining a workplace brings different work ethics and life experiences. Allowing new hires to discuss, pitch, and just talk about their previous experience can be an excellent way to discover new ideas that hadn’t been considered or were overlooked. 

The buddying system focuses on making the employees comfortable and feeling heard by listening to their input and making them a part of the process. At the same time, they learn and adjust to the new environment. 

📖 Find out more about fostering a culture of inclusion in our guide 📖

  • Boosts confidence and satisfaction

A survey showed that 58% of employees prefer happiness over competitive salaries. By implementing a buddy system, new personnel is given time and space to figure things out at their own pace and build strong relationships. 

This, in turn, leads to new hires building a solid foundation which results in them performing at a high level with confidence, which leads to a feeling of satisfaction from their workplace and work. 

How to implement a buddy system at work

Let’s look at what you need to implement a buddy system at work successfully:

1. Match new hires with a relevant buddy to help them

More experience and knowledge do not always mean people will be good at teaching others. The buddy and employee must have good compatibility for the dynamic to work as they are more likely to bond and progress faster than if the opposite were to happen. 

Ensure that their personalities do not conflict with each other—this can be done by using matchmaking or mentoring software that will evaluate different factors such as their departments, experiences, goals, ambitions, etc. and pair the candidates accordingly. 

2. Encourage them to meet regularly 

There is no point in having a work buddy that you don’t talk to or spend time with. Regular meet-ups should be scheduled weekly or daily—this can be reduced as time goes on. This will ensure regular communication between the two, and any issues that may arise can be dealt with promptly. 

3. Measure the success through surveys

It’s vital to know the success of the buddy system—this can be measured by having them fill out a weekly or monthly detailed survey with the assurance of anonymity. 

Many employees might not be comfortable reporting anything negative about their buddy due to peer or social pressure, so ensuring their feedback remains anonymous and unbiased is important to make them feel secure and properly gauge the success of the pairing. 

4. Multiply the program across the business

There are plenty of departments that are constantly in a state of hiring, so there is an influx of new employees. Once the formula proves successful for one department, simply replicate it across all the departments, and voila—you have a happy, satisfied, and confident workforce! 

There we have it! Your complete guide to a buddying system, Hopefully, you understand the importance of having a buddy system in your organisation and how it can smooth the onboarding process for new hires, improve their productivity and satisfaction, boost their confidence and maintain a positive work culture. In case you’re still on the fence, remember —69% of employees will have a long tenure if their onboarding process is good, so it’s worth going that extra mile! 

If you’re looking for the perfect buddy system for your company and how to implement it, then we’ve got you covered—book a demo with our expert team today! 

Benefits of Mentoring 

Why All Leaders Need Coaching and Mentoring

Empowering workers to adapt to change when needed and boosting employee productivity are just some of the advantages that coaching and mentoring can provide for organisations.

This is why 92% of small business owners with a mentor agree that it has directly bolstered their company’s growth and survival. However, not everyone has access to coaching and mentoring opportunities. In fact in the same study, 89% of individuals claimed they wished they had a mentor from whom they could draw support.

As Herman Stewart, founder of Every Child Needs a Mentor, says; “If we’re really going to turn the dial on productivity and growth, we need to significantly improve access to inspiring mentors that can help the next generation of business leaders to expand their horizons and achieve their goals.”

It’s evident that providing leaders with coaching and mentoring is essential for sustainable business growth. And, better yet, it’s what the leaders of tomorrow are asking for. 

📖 Find out more about the key differences between coaching and mentoring in our guide 📖

What are the benefits of coaching and mentoring for leaders?

Here are the top benefits that mentoring and coaching provide for leadership, today:

Providing direction and guidance

Firstly, having a mentor or coach can guide leaders into making more thoughtful business decisions. This is because these professionals serve as a sounding board, allowing executives to sit down and sift through certain ideas and check if they’re feasible.

This is exactly what Becky Shepherd, founder of social media agency, Swwim found“I was looking for focus. I had lots of ideas and good intentions, but without having anybody to report to, I struggled to refine my thinking and prioritise my actions.”

Becky’s experience showcases how the advice and direction given by mentors allows business leaders to implement sound business strategies.

Developing leaderships skills and capacities

With access to executive coaches, leaders can alter their attitudes and efforts to deliver better outcomes for their organisations. This is because executive coaching equips leaders with the skills they need to address their employees’ needs. As work environments become more complex, leaders must have an experienced coach to create strategies that can optimise their teams.

On top of this, J.P. Morgan’s survey on UK business leaders shows how 52% of executives believe that corporate responsibility can improve employee retention. Today, social concerns around employees are urging leaders to develop robust environmental, social and governance (ESG) measures. With the support of a professional coach, business leaders can better identify the demands of their workers and, potentially, lead impactful ESG initiatives which can support their employees.

📖 Find out more about supporting your ESG initiatives with Guider 📖

Increasing self-awareness

Executive coaches can motivate leaders to become more self-aware. This is an essential trait to have as it allows business leaders to recognise their company’s challenges and find ways to rise above these issues. As it stands, 61% of British business leaders anticipate economic growth to be better in 2025, while 63% believe their revenues will increase over the next three years.

In order to achieve these great business outcomes, executives need to be prepared to respond to economic pressures brought by inflation and unemployment. Fortunately, coaches can encourage executives to identify their organisation’s vulnerabilities and plan for challenges before they arrive.

📖 Start building self-awareness today with our top questions 📖

Providing support for mental well-being

Business leaders aren’t immune to mental health concerns and feelings of isolation. Luckily, mentoring can positively affect mental health. For one, a Harvard Business Review study shared that mentors can help minimise feelings of stress and anxiety. This is particularly beneficial for executives who worry about their ability to lead their teams.

In addition, having a mentor means having a support system. Business leaders can gain a safe space to build their skills and explore new ideas. This will significantly impact a business leader’s career progression and improve work performance, as well as developing communication skills and confidence. 

📖 Find out more about running traditional mentorship programs with Guider 📖

Leaders and executives are tasked with high-level responsibilities to ensure that their organisations achieve success. By leveraging coaching and mentoring effectively, business leaders can not only become more adept at their roles but become more self-aware and protect their well-being too. This is why coaching and mentoring are an essential part of your leadership development toolkit. 

To learn more about how Guider can transform your leadership development, book a call with us today.

Skills Development

Supercharge Career Progression With These Top Tips

Do you wake up every morning feeling excited about your day? Or does the humdrum of getting up and going to work leave you feeling uninspired? If it’s the latter, you’re not alone.

According to The Independent, over a third of UK adults aren’t happy in their current jobs. But don’t despair, the study also found that people with a sense of purpose, such as teachers, were happier than employees in general management and sales roles. 

If you want to achieve more in your professional life, and feel more satisfied, you need to invest in developing your skills and take a proactive approach to climbing the career ladder.

In this guide, we’ll reveal top tips that will allow you to supercharge your career and open up new opportunities.

What is career progression?

In simple terms, career progression is where a person continues to develop their knowledge and take on more specialised and senior roles during their working life. It might involve taking courses to diversify your skillset or moving from junior to management roles.

Career progression looks different for everyone, but its main premise is to set long-term goals broken down into short-term objectives.

It’s important to remember that there’s no set path. Some people might want to move into a different area during their working lives. Others might have more clearly defined goals for getting a better salary and taking on more responsibility. The point is, it’s your career and you’re in the driving seat. 

Find out more about taking charge of your personal development in our guide. 

Why is career progression so important?

There was a time when people would leave school and head straight into the workforce – often working in similar jobs to their parents. A job was a job, and security was more important than a person’s wants and dreams.

Today, most workers change jobs every four years, and the Millennial generation was the first to display less loyalty to their employers, with Gen Z following suit and earning the label ‘the quit generation.’

With economic conditions meaning that many people are simply not earning enough to live comfortably, career progression, for many, is no longer a nice-to-have – but a necessity.

Here’s why career progression is so important:

  • Financial stability: More money equals fewer problems – and nobody would turn down the opportunity to boost their salary.
  • Job satisfaction: We all want to be happy in our careers and take on new challenges. Climbing the career ladder will often result in higher job satisfaction rates.
  • More confidence: When a person builds their skills and steps up to the plate to take on more responsibility, it inevitably boosts their confidence.
  • Less instability: Technology will continue to evolve, and AI could mean many people have to either update their skills or completely retrain. When you focus on career progression, you can future-proof your job and ensure you’ll always have a seat at the table.

How can I develop my career?

So, now you know why career progression is essential; it’s time to look at how to supercharge your career and take advantage of all available opportunities. From sitting down to evaluate your wants and needs to invest in training courses, there’s so much you can do.

Let’s take a look at the best career progression tips:

Goal setting

Goal setting is central to a successful career because it keeps you on track and lets you define what’s most important to you. It isn’t all about money – career progression can mean taking on more responsibility or changing industries and to do this you need to set clear goals. 

Once you know what you want, it’s easier to focus on identifying key areas you’ll need to focus on to reach those goals.


Never underestimate the importance of mentoring because it really can change your life. Imagine having access to an industry expert who will give you the skills you need to tackle any challenge head-on, and you’ll understand why mentoring is invaluable.

The best thing is most mentors enjoy sharing their experience and success, so you’ll receive hands-on learning from an industry expert. There are also many types of mentoring, so you can be sure to find the right style for you. Plus mentoring is a great way to boost your employee wellbeing! It’s a win-win all round. 

If you’re considering exploring this route, here are 50 questions to ask a mentor and get the desired results.

Find out more about the powerful benefits of mentoring in our guide. 


Ever heard the phrase ‘it’s not what you know, it’s who you know’? Well, networking is one of the most important – and valuable – career progression tips.

It can open up new opportunities and introduce you to key people who will help your career in the long term.

The best thing is, networking no longer needs to be a headache because platforms like LinkedIn and mentoring software such as Guider, make it easy for anyone to meet other professionals in their industry.

A study in the USA found that people who network frequently receive better job offers than those who do not. So, if you’re not networking already, now’s the time to start!

Learning and development

Benjamin Franklin once said, “For the best, return on your money, pour your purse into your head“. It couldn’t be more accurate because learning and development opens so many doors for career progression.

Whether it’s going on training courses provided by your employer, or investing in new qualifications, when you expand your knowledge and develop your skills, the world is your oyster.

Taking a short course could result in that much-wanted promotion, and showing a commitment to personal development shows you’re a proactive employee.

Know your industry

Industries are moving at lightning speed today as technology continues to evolve and define how we live, communicate and work. Staying informed about what’s going on in your industry is essential for navigating your career path.

When you stay ahead of the curve, you can adapt to new technology and set yourself apart from other, less proactive employees.

What can I do as an employer?

Employers should also focus on providing employees with career progression opportunities because it increases productivity and boosts retention rates.

According to PR News Wire, a whopping 82% of employees would consider leaving their job if there were limited training and development opportunities, so employers need to be on the ball.

📖 Find out more about developing leaders with coaching and mentoring in our guide 📖

Employers should focus on providing their teams with regular training workshops, access to mentorship and allow each team member to develop their skills.

Providing mentoring for career development is a fantastic idea because you can utilise your top-performing employees to help less experienced team members learn on the job, resulting in higher productivity and profits.

Many employers are already benefitting from setting up a mentoring programme. Unfortunately, a lack of planning and understanding can cause mentoring programmes to fail.

Planning ahead and seeking specialist advice ensures you have a mentoring scheme that enhances retention rates and gives your team the training they deserve.

Find out more about setting up a mentoring programme in our guide. 

The wrap-up

There will be plenty of changes in the years to come as we begin to integrate our lives with AI and machine learning. By staying ahead of the curve and utilising every opportunity available, you can safe-proof your career and look forward to continued growth.

Whether you’re an employee or employer, focusing on career progression can result in financial security, enhanced retention rates and a more capable workforce.

Looking for more advice? With Guider, developing talent is made simple. Talk to our team today to find out more. 

Advice for Businesses

The 5 Best Mentorloop Alternatives on the Market

We get it. Sometimes finding the right software tool for your business can feel overwhelming. With so many mentoring platforms on the market, how do you know which one is right for you? 

That’s where we come in! In this article, we run through the pros and cons of the top mentoring platforms out there to help you find the one you need. Starting with Mentorloop, we’re here to give you the lowdown on this platform and its best alternatives. 

We’ve scoured through the reviews so you don’t have to!

Let’s dig in with our top 5 alternatives to Mentorloop: 

Tell me more about Mentorloop 

Mentorloop is an Australian mentoring company founded in 2016. It aims to connect people by creating an accessible mentoring platform that allows users to benefit from the power of human connection for learning and growth. 

They’re big on smart reporting and their software uses data to measure the program and optimise as you go. They also use contextual nudges throughout their programs to encourage engagement. Overall, they provide software that takes care of the process from start to finish and covers all the bases. 

If you’re considering Mentorloop, let’s look at the pros and cons of this software in more detail: 


Head to Mentorloop’s website and you’ll see that they offer a pretty standard mentoring software package. From set-up to reporting they take care of the whole program, which is very much what mentoring software should do. 

The main pros of Mentorloop include: 

  • An equitable matching algorithm
  • Commitment to creating personal advisory boards for mentees 
  • Sentiment live dashboard for program leads
  • Milestones journey mapping throughout the user journey 
  • Data insights including a ‘program health’ function

All of this creates a solid offering for a mentoring platform that does what it sets out to do – make mentor-mentee matches. 


So, what are the downsides of using Mentorloop? After searching through reviews on G2 and Capterra we’ve identified the top cons that customers have identified so that you can make an informed decision. 

Overall, the main cons seem to be issues with mobile responsiveness and the general feel of the platform, with one user describing it as like a dating site. Given the nature of mentor matching, dating app comparisons are inevitable. However, with good UX design a platform can avoid feeling too much like a dating app. 

Other cons identified were issues with calendar capabilities and the notification function. This indicates that the platform itself might not live up to the expectations of users. Interestingly, one reviewer noted that the data analysis was too complicated for them – meaning that more data isn’t always what program leads wish for if it’s not shown in a digestible format. 

Mentorloop’s offering is clearly robust – its features cover what you need from a mentoring platform and more. However, there are downsides to consider, so it’s worth checking out other products on the market to find the one that’s right for you. 

What reviewers are saying on G2

What are the top 5 Mentorloop alternatives? 

1. Guider

Guider is a multi-award-winning mentoring and peer learning platform. Founded in 2018, we’ve grown to provide mentoring for users in 175+ countries. We’re experts in setting up and running mentoring programs that connect people from wherever they are in the world. 

The Guider platform takes care of your mentoring and peer learning programs all-in-one place. This means you can start and run multiple programs at once targeting the exact people you want to help, while you get on with other tasks. We have a wealth of resources on hand as well as a team of dedicated customer success managers that support you every step of the way. 

Let’s dig into the pros and cons of choosing Guider mentoring software further: 


We are obviously going to sing the praises of our own product, and we really do mean it! A big pro of choosing Guider is the quality of our user experience. We’ve invested heavily in our platform to make it the best on the market

We guide you seamlessly through the entire process from setting up your program to reporting back your success. We have our customer success team on hand and a wealth of expertise to help you design the right program, engage the right people and get the right results. 

As a user, a major pro for Guider is that users can join multiple programs at once, find new mentors, sponsors and coaches, and manage their relationships all in one place. Our equitable matching software creates connections that last because it’s embedded with our mentoring expertise. 

On top of this, the expert Learning Hub is full of the resources you need to make the most out of the experience. It was created by our in-house, accredited experts and includes training for mentors and mentees so they can get the most out of the experience. 

Between smart integrations and fully customisable branding, Guider powers software that blends effortlessly into your existing tech. This makes it easy to use and efficient, as well as encouraging better engagement with mentoring and peer learning. 

Another major pro of the Guider platform is that it’s as effective for remote mentoring as it is for in-person. Connect your people globally in one place through our smart software. People can connect for learning and growth by finding a great match and scheduling a video session without leaving the platform. 

Finally, our comprehensive reporting function means that you can monitor and improve your program as you go. Tracking the user journey means that you can prevent drop-out and see your best engagement with mentoring yet.

With a wide range of top brands already championing Guider, our platform is growing fast and for good reason. We make matches that are set up to last and get results. This is why we focus on creating the best platform we can to facilitate meaningful connections in your organisation today. 

📖 Find out more about how Guider works here 📖


One to highlight is that, unlike some competitors, we don’t provide mentors or coaches as part of our service.  

This is because we believe your best mentors are the people already in your business or network. It’s important that the people in your organisation engage with mentoring and share their knowledge and expertise. This then creates a lifelong culture of mentorship and peer learning, meaning your people can reap the rewards for years to come. 

We cater to organisations that want to match their people with people in their own businesses or membership networks. So, if you’re looking for a service that provides mentors too, then we’re not the one for you. 

What the reviews on Capterra say: 

2. PushFar

Founded in 2018, PushFar advertises itself as the ‘free mentoring platform’. Its key USP is the PushFar Network; a free-to-join mentoring network that gives individuals access to mentors. Clients paying for the platform also have access to external mentors through the network too. 

Let’s look at an overview of the pros and cons of this platform: 


The thing that sets PushFar apart is its free network offering. Being able to find a mentor through the network at no cost is a plus that other platforms don’t offer.

Other pros include: 

  • Set up within 24 hours
  • Reports for program managers
  • iOS and Android app
  • Full custom branding 
  • Integrations with some LMS platforms

The platform provides a solid offering of the basics that you’d expect from mentoring software. 


For all the pros of PushFar, it’s clear that you get what you pay for. A big part of the offering is the free entry point and so it’s fair to say that the platform itself isn’t going to be the best on the market. 

A common con identified is that it’s a start-up platform and the UX can be clunky. Given that they offer 24-hour set-up, it’s clear that the platform itself is simple and prioritises quick access to mentors over creating a quality user experience. 

3. MentorCliq

Founded in 2012 and based in the United States, MentorCliq is another mentoring platform that provides the whole package from support setting up a program to reporting back. 

Let’s look at the pros and cons of MentorCliq: 


The platform offers everything you’d expect and a few nice extras. For example, they provide mentor training and a mentoring success plan. These nice bonus features add to the customer experience. 

Other pros include: 

  • Platform and mobile app 
  • A-Z training 
  • Not a ‘canned’ product, MentorCliq customise its product for each client 

It also has good integrations and strong security. These are important if you’re looking for fast set-up and ease of use. 


On the other hand, there are downsides to choosing MentorCliq’s software. Reviewers identified issues such as manual admin for program leads in the set-up process and some issues with reporting. 

Similar to other platforms, the reporting features could be more user-friendly and are not as accessible to program leads as needed. The reporting features could also be better integrated and more inclusive.  

Another reviewer also notes that translations are not a part of the MentorCliq package, so if this is an important feature for you, it’s worth speaking with different providers to see who can offer the best and most comprehensive translation services. 

What the Capterra reviews say: 

4. Qooper

Next up is Qooper, a mentoring and learning software that covers mentorship, coaching and training based in the US. 

Their platform offers a popular solution, covering program design to reporting and engaging participants. Like other mentoring platforms on the list, it covers the whole process of mentoring and learning. 


With some major clients under its belt, Qooper is clear that it does more than just mentoring. They have 4 learning methods in one platform, this includes mentoring, which seems to be its main offering. 

The main pro identified by reviewers has to be the ease of use. Many people noted that it was easy to use the product for both end users and program leads. One person noted that it has ‘everything you need, no more and no less.’ 


Reviewers have identified the quality of customer support as lacking, as well as struggles with onboarding as the two main pain points of using this software.

When we look at the onboarding issues more closely, there are lots of training materials and learning when onboarding new users. This indicates that the platform is not as user-friendly as some of its counterparts, meaning you may struggle to scale mentoring effectively. 

What the G2 reviews are saying: 

5. Together Platform  

And finally, our last alternative to Mentorloop is the Together Platform. This cloud-based platform helps enterprises to run mentoring programs in their entirety online. It has a smart algorithm that matched mentors and mentees and can be used across employees, from new starters to diversity groups. 


Like its competitors, the platform covers all the basics in the process of setting up a successful mentoring program from design to reporting. 

Other pros include: 

  • Off the shelf templates for quick start
  • HRIS integrations
  • Access to resources 
  • Provides prompts to guide the user journey

It also has a free starter offer that allows users to get into the platform.


Finally, the cons to the Together Platform are varied. With some users noting that integrations could be used better and others saying they found the UX difficult to navigate. 

In some reviews, users found that the admin side of the platform was not as intuitive as hoped and took a while to learn how to navigate. Including one user finding that it didn’t work for admins other than themselves. 

It was also found that the user prompts that encourage engagement can limit the way that users interact with the platform and actually not provide enough freedom for users to connect in the way that they want. 

What the Capterra reviews are saying: 

Together reviewThere we have it! The top 5 Mentorloop alternatives on the market. So, how do you know which is right for you? We can’t tell you that without understanding your needs so why not book a chat with our team – we’re happy to help.

To find out more about starting or scaling a mentoring program, we have plenty of further resources help you: 

What is Mentoring Software? 

The Cost of Not Doing Mentoring

How Mentoring Software Works

How to Start a Mentoring Program

How to Scale a Mentoring Program

The Best Way to Structure a Mentoring Program

How to Match Mentors and Mentees

How to Measure the Success of a Mentoring Program

Virtual Mentoring: How to make it work

The Different Types of Mentoring 

Peer Learning

Continuous Learning is the Key to Knowledge Retention

Similar to how food and water nourish our body and provide us with means to grow, develop, and perform activities, knowledge and continuous learning do the same for our mind. This is specifically important in workplaces to create an environment of productivity and innovation. 

Not only is it important in the workplace, employees expect it too. According to a LinkedIn report, 94% of employees stated they would stay longer with a company if it invested in their career development. To fully understand the importance of continuous learning and how to implement it in your workplace, continue reading!

What is continuous learning? 

Continuous learning is precisely what it sounds like—consistently attaining new knowledge and information. However, in professional terms, it is much more than that. By intentionally gaining new knowledge, you expand your current skill set, acquire new skills, and pave the way for personal and organisational development. 

Many employers slip up by treating continuous learning as a one-off thing. Your employees will not be able to succeed if they only attend one or two seminars a year. If they don’t get the chance to put the newly acquired information to use or expand on it, they’ll most likely forget all that they’ve learnt. According to studies, in as little as 30 days, 79% of knowledge is forgotten. 

To have your employees move up to complex and challenging roles and pass on the knowledge to their peers, you must treat continuous learning as a long-term organisational process. 

To plan how to implement continuous learning in your organisation, it’s essential to understand its different types.

Are there different types of continuous learning? 

There are three different types of continuous learning:

Structured learning

Structured or formal learning is the traditional form of corporate learning. These activities are usually held in person and help hone hard and soft skills. Examples are instructor-led classes, workshops, lectures, and lunch-and-learn seminars/activities.

However, it’s not always possible for employees to attend physically, so structured learning can also take place online in the form of online classes, online meetings, and pre-recorded lectures with testing afterwards with assignments, projects, or quizzes. 

Self-directed learning

Self-directed learning is one of the most popular forms of continuous learning, as employees can learn at their own pace and whenever convenient. Examples include online courses, reading recommended books, online certifications, etc. 

This empowers the employee by allowing them to learn how they see fit while nurturing skills like self-starting, independence, motivation, and commitment. So it’s no surprise that 58% of employees prefer this learning method.

Social learning

Employees can learn much more about their responsibilities and learn new skills from their coworkers and managers, which is why social learning is one of the, if not the most important, forms of continuous learning. This is why fostering a culture of positivity and support is vital so that employees feel comfortable seeking help and engaging with their peers outside of direct work responsibilities.  

A great way to boost social learning is by implementing a mentorship program where employees can engage with one another directly and hold each other accountable for the progress they make. 

📖 Find out more about what a mentor is in our guide 📖

Why is continuous learning important? 

Not only do the employees benefit from continuous learning, but the organisation does too. Below are some of the benefits of continuous learning to the organisation.

Knowledge retention 

First, in an environment that encourages continuous learning, employees are more likely to retain the knowledge they’ve learnt.  When employees are regularly acquiring new knowledge, have the opportunity to revisit what they’ve learnt, and have managers and peers to lean on and learn from, their memory stays sharp, and information retention improves. 

To improve on this, utilising micro-learning can help; this is where employees are given bite-sized information, which is easier to grasp, and can increase the long-term retention rate by up to 50%.

Millennials prefer it 

By 2025, millennials will make up 75% of the workforce, so it’s in the organisation’s best interest to take in this generation’s values, needs, and preferences. 

It’s also important given the current Great Resignation going on and millennials being known as the ‘job-hopping generation’. However, millennials hold professional development in high regard and expect their employers to invest in their learning and provide growth opportunities, making continuous learning a significant deterrent to churn. 

📖 Find out more about tackling the great resignation and talent churn in our guide 📖

Performance improves 

It’s not a secret that engaged and determined employees perform better—they feel a sense of purpose in their work and strive to do their best. Not only that, they come to view their organisation as their own and work to ensure its success. 

By investing in their training and providing them with an environment of continuous learning, you are ensuring they remain motivated and can tackle their responsibilities in a smarter way. If you still need convincing, employee engagement leads to a 40% increase in profits

Having the edge over your competitors

A knowledgeable workforce is an enlightened one. By investing in continuous learning, you’re guaranteeing;

  • Decrease in existing skill gaps
  • A culture of innovation and collaboration 
  • Employees that are self-starters and more proactive
  • Industry relevance
  • Learning opportunities are not missed 

How can we implement continuous learning in the workplace? 

Now that we’ve covered the importance of continuous learning, the question is, how do you implement a culture of continuous learning in the workplace successfully?

Before you get into booking seminars, launching online courses, and assigning readings to employees, brainstorm a strategy, check whether it meets your organisation’s needs, refine it, and then implement it.

Going into this without a proper strategy could result in the opposite of what you’re expecting, as every workplace has different needs, and one strategy could work for one organisation but could tank for the other.

So let’s go over a few ways to foster a continuous learning culture:

1. Make learning accessible 

The learning environment is important to keep in mind when you’re planning learning journeys for your employees. Your workers need to have flexible options as there isn’t a one-fits-all in this case. Ensuring inclusivity and flexibility is the key to success for any learning plan. 

For instance, if you offer classes or hold workshops, do it during work hours. This way, employees won’t have to sacrifice their personal time for work-related tasks and would appreciate the opportunity to learn with their peers. 

2. Provide support

Providing support and showing the company cares about the growth of its employees is an integral part of any learning program. However, it’s not just about sending flowery words of support to your employees through newsletters or emails; you have to show them with actions.

If an employee needs time off to attend a seminar, help them adjust their schedule or make arrangements in the work calendar. If an employee needs to be reimbursed for any payments they made for material that went into their learning, compensate them. This, of course, means you’ll sometimes have to shift deadlines or make adjustments; however, it will be worth it in the long run. 

3. Facilitate mentoring 

Mentoring is one of the best ways to support structured and unstructured learning, and it’s easy to boot. Most mentorship programs pair employees with senior co-workers or their peers, depending on the performance of both employees. 

With this, mentees get the chance to learn from a more experienced mentor, get feedback, and feel a sense of responsibility to commit to their jobs and improve their performance. In contrast, mentors become invested in the success of their mentees and strive to impart knowledge that supports the mentees. 

The advantages of continuous learning are clear. Employees become invested in the company’s success and aim to outperform themselves, while the company provides resources and opportunities to learn, grow, and move up in their career path. Not only does this improve productivity and foster a culture of innovation, but it also reduces churn rate and increases profits and revenue. 

If you’re searching for a practical, easy-to-use and scalable continuous learning solution, book a call with our expert team today!