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Benefits of Mentoring 

National Mentoring Month 2023: 6 Ways You Can Get Involved This January

Are you ready to celebrate mentoring this National Mentoring Month 2023?

Whether you’re new to mentoring or a seasoned mentor program leader, now’s the perfect time to put mentoring front and centre in your organisation. National Mentoring Month is a dedicated month that’s all about the different types of mentoring – so let’s get planning!

As program leaders, managers and team members, you can raise awareness of the power of mentoring to achieve goals by getting involved in National Mentoring Month celebrations. This includes events, comms campaigns and taking the time to reflect on your own mentoring journey.

What is National Mentoring Month?

National Mentoring Month is a widespread campaign to spread awareness around the importance of mentoring in society, as well as celebrate its positive impact. It runs every January and includes Thank Your Mentor day on the 26th.

This can be a great way to launch both your team and company towards a successful year through mentorship. By focusing on key areas of internal improvement facilitated by individual self-development, effective goal setting & identifying areas for growth. You can scale and monitor this more efficiently throughout the year.

National Mentoring Month’s 3 key goals are:

  1. To raise awareness of all the different types of mentoring
  2. To inspire more people to become mentors, particularly younger people
  3. To advance the growth of mentoring by encouraging organisations to run mentoring programs for their people

Why celebrate National Mentoring Month 2023 with your business?

Yearly, more organisations are becoming aware of National Mentoring Month celebrations and how it can benefit not only the development of their business but the lives of their employees.

What started as a US youth mentoring movement, has snowballed into a global celebration of the benefits of mentoring in all areas of society, with many organisations, universities, and charities getting involved.

Returning to work this January, many employees will struggle with motivation and getting back into the work routine.

However, National Mentoring Month is an opportunity for organisations to unite their teams and kickstart the year – not just through goal setting, but also by addressing obstacles or key areas of concern hindering both employee and company development. Working collaboratively on setting a foundation for a prosperous year ahead.

Mentoring has benefits across the board: from building trust and psychological safety, to helping to onboard, retain and develop your people. There are so many reasons to get involved in mentoring, this January really is the perfect time!

How can you get involved with National Mentoring Month?

Whether you are a mentor, mentee, program leader or advocate it’s the perfect time to join the conversation. If you don’t yet have a mentorship program in your business then this is the perfect time to introduce it! Schedule a call with our team, to discuss how to set up the right mentoring program for your people.

If you already have an active mentoring program in your organisation, there are many ways to celebrate your fantastic mentors and mentees, as well as reinvigorate your program. This includes running a mentoring event to celebrate and promote your program.

Here are a few of our suggestions on what you can do this January:

  1. Start a mentoring program at work
  2. Find yourself a mentor
  3. Become a mentor
  4. Share your mentoring story
  5. Participate in Thank Your Mentor Day
  6. Keep up the momentum

Continue reading below to learn more…

1. Start a mentoring program at work

No matter what kind of organisation you work in, mentoring can be used for a wide range of purposes.

So if you want to make a real impact, you need to establish a mentoring program within your company. Mentoring has so many positive uses in the workplace, including leadership training, diversity and inclusion, onboarding, graduate retention, and more.

On a more general note – everybody wants to learn, develop and grow in their careers. By formalising and promoting that in a mentoring program, you will end up helping a lot of people and creating a better company culture.

The great thing is 89% of mentees go on to become mentors in the future, meaning any mentoring efforts you implement now will have a long-lasting impact.

Read our stats on mentoring in the workplace so you can approach senior leaders in your business and pitch your mentoring program with some killer numbers to back it up!

Ready to start a mentoring program? Download our detailed guide to help you get started:

2. Find yourself a mentor

The start of a new year is all about setting goals and thinking about what you want to achieve. With January fittingly being National Mentoring Month, it’s a great opportunity to decide to get a mentor for the year ahead.

Mentoring is an incredible way of increasing your self-awareness, career opportunities and confidence. Finding yourself a mentor is therefore one of the most effective ways to take responsibility for your personal development.

How to get a mentor:

  1. Determine why you want a mentor: what are your goals?
  2. Identify potential mentors in your network: who do you admire? Who could help you?
  3. Put in the groundwork – do your research, reach out, and be proactive
  4. Ask to meet to get their advice about a specific topic
  5. When you meet, assess their experience, characteristics and the chemistry between you to see if they could be a good fit
  6. Ask them to be your mentor!

For more detail, check out our full guide: How To Find A Great Mentor

Remember, mentoring is not a one-way relationship, but a partnership. The more effort you put in, the more you’ll get out of it.

And you never know, there’s a lot your mentor could learn from you too!

3. Become a mentor

Being a mentor is a highly rewarding privilege. You have the ability to help somebody else realise their potential, achieve their goals and become the person they want to be.

As much as the reward of being a mentor is a feeling of ‘giving back’, it also has many additional benefits. Mentors experience higher levels of job satisfaction and fulfilment, as well as the opportunity to develop their leadership and management skills.

Harvard Business Review found mentoring to be good for mental health, with mentors experiencing less stress and anxiety at work, and describing their job as more meaningful than those who did not mentor.

A great way to get involved with National Mentoring Month is by becoming a mentor. The easiest way to do this is by speaking to your company and finding out if they have any mentoring schemes you can sign up to.

Using mentoring software such as Guider allows new mentors to sign up to their organisation’s mentoring program in a matter of minutes and input the skills and knowledge they feel they can share.

Think you’re not ready? Check out our top characteristics of a mentor, maybe we can change your mind!

4. Share a mentoring story

Never underestimate the power of word of mouth. If you’d like to get involved with National Mentoring Month, but perhaps aren’t in a position to get into a mentoring relationship, why not spread awareness of the good mentoring can do from personal experience?

We’ve all been exposed to mentoring in some shape or form in our lives, even if we’ve never had an official or formal ‘mentor’. Maybe a teacher at school, a colleague or a relative took particular care to teach or support you in some way?

These experiences of mentorship at a young age can be extremely formative, helping shape our lives and mindsets. By sharing these stories with others, you may be the person that inspires somebody else to become a mentor or seek out a mentor – it’s extremely valuable!

We would also love to hear how mentoring has impacted your life or career! Tweet us or drop us a message

5. Thank Your Mentor Day

National Mentoring Month concludes with an official #ThankYourMentor Day on January 26th 2023!

The whole month is an opportunity to reflect on mentoring and what it means for you, so it’s only right that the last day is an opportunity to thank those who have mentored you or the fantastic mentors in your organisation’s program.

On January 26th, remember to convey your thanks to the mentors in your life and encourage those around you to do the same!

One way to do this is to give your mentor a shout-out on LinkedIn or Twitter using the hashtag #ThankYourMentor or even post a more detailed story of the impact they’ve had on your life on LinkedIn. This hashtag will receive a lot of traction on social media channels on the day, so make sure you don’t miss out.

Equally, if you and/or your mentor are not social media people, send them a card or a gift to show your appreciation for their support. This will only strengthen your relationship, and serve as a reminder to them why being a mentor is a great thing to do!

IDEA: if you’re responsible for running mentoring programs or initiatives within your organisation, why not host a Thank Your Mentor Day event to get everyone in the mentoring community together to celebrate the relationships that have formed? It’s a great way to keep people engaged, and hopefully inspire a new generation of mentees to become mentors!

6. Keeping Up the Momentum

At the start of a new year, typically the habit is to create a list of goals & bucket lists or even form some S.M.A.R.T. goals. But admittedly, it is quite easy to lose commitment to your goals.

However, mentorship can provide added guidance that can nurture and direct organisations more clearly towards achieving goals.

Mentoring is not a one-time activity, but rather a long-lasting investment. It can be something you revisit moving forward as new goals & challenges enter your path. It is something innate in the knowledge-seeking part of us, as we pursue the act of exchange with the people that surround us, becoming mentors and mentees, to develop smarter ways to grow as an individual, organisation and society.

The biggest reason mentoring schemes fail is that they lose momentum – remember to use National Mentoring Month to spread awareness or launch a program, but then keep promoting the value throughout the year.

‍If you are a champion, leader or expert looking to develop your team through mentorship, Guider can efficiently scale this for you by making the experience as seamless and organised as possible to help you achieve your goals sooner rather than later.

Get in touch with the team to see how you can keep the new year momentum going for the rest of the year!

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Benefits of Mentoring 

Want to Improve Your Employee Onboarding Experience? Try Mentoring

Key Learnings: 

  1. By setting up a mentoring program for employee onboarding you can: nip employee churn in the bud; reduce time to competency for new hires; and improve employee engagement.
  2. Mentoring throughout the employee onboarding process can help make your organisation more inclusive.
  3. Mentors benefit too from wider networks and perspectives, as well as the opportunity to positively impact company culture.

We know the feeling; your fantastic new employee has just signed their contract. Time to sit back and relax, right?

Well… not quite. You might think the hard part’s over but, actually, this is just the beginning. The first 6 months of any new job can determine the success of your hire in the long run. As part of your ongoing talent retention strategy, companies should be focusing not just on hiring but on employee onboarding.

Studies have shown that organisations with a formal employee onboarding program experience 50% better new hire retention than those without. On top of that, those that receive effective onboarding are 18 times more likely to feel committed to the organisation. This is for good reason, the onboarding process is a crucial step in getting your new hire up to speed and showing them what your company culture is really like.

So, how do you improve your employee onboarding? Well, that’s where mentoring can help.

Find out more about embedding mentoring in your HR initiatives with Guider.

How is mentoring used to improve onboarding?

Mentoring is used to improve employee onboarding by matching up new hires with experienced, trusted team members to act as mentors throughout the first 6 months in their new role. Onboarding mentoring schemes can last as long as your onboarding process does and feed into other existing mentoring programs.

Similar to a buddying system, the goal is to help new hires get up to speed with company culture and ways of working. Through providing mentoring for onboarding, you can accelerate the learning and growth of new hires from the start of their journey. The mentor will also take pressure off line managers and create wider networks in the business.

There are many benefits to introducing mentoring early on in your employee journey. The best part is, mentoring can support remote onboarding too through virtual mentoring. Below we break down some of the top problems organisations face when onboarding new hires and how mentoring can help:

Nip employee churn in the bud

On average, a third of new hires leave within the first 6 months of starting a new role and the cost of re-hiring can be 1.5 or even 2 times the person’s salary. This makes employee churn a costly problem!

The good news is that 69% of employees are more likely to stay with their company for 3 years if they had a positive onboarding experience. Mentoring helps new talent to integrate faster, learn more and see that the company cares about their wellbeing and progression. This leads to better retention, money saved and fewer headaches for your HR team.

Reduce time to competency

At Google, new hires paired with a mentor became fully effective 25% faster than those without. Mentors don’t just teach you how to do your job but how to navigate the wider working culture.

Getting your people up to speed on everything from the software you use to the unspoken rules of the office, will get them to the point of full efficacy faster. Meaning that you’ll benefit from greater productivity earlier on.

Improve employee engagement

Employee engagement is a key factor in retaining talent long-term. Mentoring builds relationships and trust across teams, creating more empathetic workplace cultures and ultimately, more engaged employees.

When your people feel seen, heard and valued at work, they are more likely to stay engaged in their work and company culture. The majority of those with mentors will also go on to become mentors themselves, proving the high levels of engagement that mentoring has.

Find out more about increasing employee engagement in our guide.

How does mentoring improve onboarding?

Mentoring is all about harnessing the power of human connections for learning and development. Humans are social beings and workplace mentoring is a fantastic way to build trusting relationships that help us to feel connected to one another.

By introducing mentoring for onboarding, both mentor and mentee are given a safe space to learn and grow together. This sets up a culture of mentoring and social learning from the start of the employee experience that will last way beyond the onboarding process.

A well-structured onboarding mentoring program can…

  • Make people feel valued
  • Get them up to speed
  • Help them feel part of the team
  • Show your culture in action

Remember: Mentors benefit too!
The best part of using mentoring for onboarding is that mentors benefit too. They can impart wisdom and feel that they are actively participating in creating a positive workplace culture, as well as gaining fresh ideas from new employees and a wider perspective.

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Can mentoring make onboarding more inclusive?

Absolutely! A key factor in any successful employee onboarding program is making sure you’re creating an inclusive environment for new hires. By setting every employee up for success regardless of their background, they are more likely to feel connected to your organisation because they have a sense of belonging there.

There are many ways that incorporating onboarding mentoring into your process can lead to greater inclusivity. Below we highlight 3 of the top ways that mentoring makes onboarding more inclusive:

Widening networks

Onboarding mentoring helps new hires widen their networks in the business from the start. An important factor in inclusion is seeing role models around you and finding allies within the business. Through mentoring, you can connect new hires with a community from the get-go.

You can also run events as part of your mentoring program and create a cohort of new hires and mentors to maximise the opportunity for networking within the business and to build a community that your employees will want to be a part of.

Improving cultural competency

Through mentoring, both mentors and mentees can improve cultural competency. This is the ability to understand, appreciate and interact with people from cultures different to your own.

Through exposure to new perspectives, we can gain insight into how others think and what their values are. This helps foster an understanding and inclusive environment. Introducing mentoring in onboarding means that new hires will be ingratiated into a more inclusive company culture. It will also mean your culture grows with every new hire.

Building equality

Through incorporating a structured system for mentoring in your employee onboarding process, you can give all new hires the same opportunity to connect with and learn from their peers. Mentors will often become champions of their mentees later on.

You’ll boost the chances of your new hire integrating and thriving by matching them up with the right mentors from the get-go. And as mentoring can happen virtually, you can connect and support your people from wherever they’re based through remote onboarding.

Two people shaking hands in equality

How do I set up employee mentoring for onboarding?

There are several factors to consider in planning a successful mentoring program to improve employee onboarding. With some careful planning, you can ensure that your mentoring program works hard to support your onboarding efforts.

1. Remember pre-boarding

Pre-boarding is the word for that in-between stage when your new hire has signed their contract but hasn’t yet started. This is the time to focus on building excitement and showing your new hire what your company culture is all about.

Now’s the time to introduce your onboarding mentoring program. Whether you put mentors and mentees in touch in this phase or simply let them know that this support will be provided, you can build excitement for your mentoring program and their new role.

2. Start matching mentors and mentees

The matching phase is important in mentoring for onboarding. It’s a good idea to build a pool of trusted mentors to draw from so that you know new hires are being connected with the right people.

The goal of the mentor is to provide additional support outside of line management, so make sure that mentors have enough time and experience to be able to support with a range of topics and skill development. With a lot of information to retain; a mentor that’s been through the process can keep new hires engaged, show that they are valued and help them to feel included. 

3. Create a cohort 

Bringing together your new hires and mentors in a cohort is a great way to not only maximise the networking opportunity of mentoring but to help people share stories and advice. Bring your cohort together for events and encourage them to share experiences.

When people feel a part of a community, they are more likely to feel supported, know where to go for help and integrate more quickly into their new organisation. 

4. Check-in regularly

Employee onboarding is not an overnight process, in fact, we often forget how long it can take to fully learn a new role. Factoring strategic check-in points with your mentors and mentees will help you to gauge how well your program is working and identify any areas of improvement.

Planning surveys at the 1, 3 and 6-month mark will help you to keep your program on track and ensure that new hires are engaging in their new role.

5. Sign-post onwards

Mentoring has benefits way beyond employee onboarding. Make sure you sign-post your cohort to your wider company mentoring programs so that they can keep benefiting from mentoring throughout their time at the company.

All mentoring programs will help improve employee engagement, retention and inclusion. So, don’t forget to plan ahead and keep your new hires engaged in mentoring – you’ll thank yourself in the long run!

Using these steps, you can leverage the expertise of your existing employees and improve the experience of new hires through mentoring. On top of this, mentoring supports an inclusive culture, so why not set new hires up right?

Find out more about starting a mentoring program for employee onboarding by talking to our team today! 

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Benefits of Mentoring 

Why Every Organisation Needs a ‘Head of Mentoring’

You’d be stretched to find somebody who doesn’t recognise that mentoring is valuable.

The importance of mentoring has been widely documented; from celebrity autobiographies to business books, we’re reminded of the benefits mentoring can have for personal and career development.

These benefits don’t only apply to the individuals involved, but to the businesses they work in too. Positively impacting employee engagement, retention, diverse representation in leadership, company culture and more, mentoring is a powerful practice for organisations.

Yet time and time again we see mentoring not being given the dedicated time, resources, and ownership it needs to provide this impact at scale within businesses.

This article will outline the business need for a Head of Mentoring role, and demonstrate the immediate value this person could deliver within their organisation.

Find out more about embedding mentoring in your HR initiatives with Guider

But first to expand on the 3 observations that inspired this idea:

1. There’s no obvious home for mentoring in an organisation

Nobody is quite sure where mentoring sits within a business.

For something so people-centric, with the potential to impact every team and department, it surprisingly lacks clear ownership. In many organisations, mentoring is recognised as a part of their Learning & Development strategy. For others, mentoring sits within their HR functions. More commonly, mentoring is playing a key role in Diversity and Inclusion.

While these are the departments most often managing mentoring, it typically forms an additional part of a role – something someone takes up alongside their day job.

2. Mentoring rarely has a dedicated budget

Due to this lack of clear ownership, an issue that the program managers face, is their lack of budget. We’ve found in 80-90% of cases, L&D teams won’t have a budget specifically for mentoring.

If for example, a Learning & Development professional is managing their organisation’s mentoring program, they will likely have a L&D budget for schemes covering a wide scope. Mentoring can naturally fit into this scope, but rarely has its own dedicated budget. Depending on other objectives and goals, it can get de-prioritised, or runs on such a low budget that it’s near impossible to scale.

This issue of budget also varies across departments. If Finance decides to run their own internal mentoring initiative to share knowledge between generations, they might have a different budget allocation to a different department, leading mentoring to become even more siloed and inconsistent across a business.

3. It is happening, but it can’t scale (because of 1 and 2)

It’s important to acknowledge that mentoring is not new for the majority of businesses, and is often already taking place in some form. So it’s not that mentoring can’t happen without this Head of Mentoring role we’re suggesting, but it is that it can’t scale.

Without dedicated ownership, resources or budget, program managers will struggle to roll mentoring out as a widespread initiative across the organisation. This results in small, tailored programs which only run for a short period of time, and only benefit an exclusive group. For the same reasons, these programs struggle to deliver impactful results and metrics, which prevent wider roll-out. It’s a self-perpetuating cycle.

If organisations want to feel the true value and ROI of mentoring across the entire business, they need to stop expecting someone in the HR team to manage it on the side. They need to create a role for a Head of Mentoring.

From working with many organisations at Guider, we’ve spoken to a number of people currently managing mentoring within their business, frustrated with not being able to do as much as they’d like to. This is a common theme:

“I’m the only person responsible for a 200 person mentoring scheme, which I run manually alongside the rest of my job. We have hundreds more employees who would benefit from mentoring, but there’s only one of me and I’m at full capacity”.

If that resonates with you, I hope this piece inspires some thoughtful conversations in your organisation…

a woman stands before a group leading a meeting.

The Head of Mentoring Role

The Head of Mentoring owns mentoring across an entire organisation, including:

  • Developing, delivering and scaling specific program
  • Managing mentoring budget
  • Creating a good mentor and mentee experience
  • Developing innovative mentoring strategies to drive growth
  • Forming mentoring partnerships
  • Driving a culture of mentoring at an organisational level

Of course, other people are still involved with mentoring and the running of specific programs, but the Head of Mentoring facilitates and unites these across the organisation.

This role goes beyond simply the running of programs (although that’s a huge job in itself), and looks at mentoring as an innovative business growth strategy.

Here’s how:

1. Driving innovation

A crucial part of the Head of Mentoring’s role is aligning with the wider business objectives and vision, and harnessing mentoring as an innovative tool to drive growth and success.

So often mentoring is reduced to an HR function because it’s all about people, yet a mentoring culture has the power to affect productivity, retention, loyalty – even revenue. The Head of Mentoring can develop external partnerships with networks, or cross-company programs with other organisations – facilitating strategic relationships which benefit not only employees, but the business as a whole.

Across most organisations, mentoring program managers are responsible for:

  • Program development
  • Program promotion
  • Participant recruitment and training
  • Metric tracking
  • Proving impact / ROI

This alone is a huge amount of work, but it’s predominantly operational work: planning, logistics, ensuring the mentoring relationships are happening etc. What the Head of Mentoring does, is take this role beyond logistics. Elevating the need for mentoring at a senior level, understanding what the business needs, and coming up with innovative ways of using mentoring to get there.

2. Dedicated Ownership

The Head of Mentoring solves the lack of ownership issues.

Mentoring should not be seen as merely a function of Learning and Development, but as a cultural staple of a business. The effects of mentoring are felt far beyond a set team or department, and the way it operates in a company should reflect that.

We have spoken with current program managers about the desire to “do more” with mentoring in their organisation, yet they lack the capacity, authority, or budget. Paired with the fact this is typically being done alongside their day to day role, it’s no surprise they can’t take mentoring to the next level. Having a full-time Head of Mentoring removes the ambiguity from where mentoring ‘sits’, and provides the individual with the power to scale mentoring more widely.

For current Program Managers who can relate to these challenges, make a note of the mentoring growth opportunities you’ve identified but weren’t able to act on, or the business areas mentoring could add more value if you only had more capacity. When put together, this will showcase an abundance of missed opportunity and highlight the need for this role.

Another common reason mentoring fails to scale is not having leadership buy in. The Head of Mentoring, particularly being a senior role, addresses this issue. As with many things in business, behaviour filters down from the top. Mentoring programs are successful when senior leaders are advocating for and involved in them. Part of the necessity for a Head of Mentoring is to ensure this advocacy exists across the highest levels of the business. Where a HR Manager responsible for a graduate program might not be able to approach C-Suite, the Head of Mentoring can.

3. Breaking down silos

Typically, mentoring is very siloed, with multiple departments running their own programs with no clear way to share the learnings or impact across the wider business.

Suzie King, the mentoring program manager at M&S, said: “before using Guider, we used to have a very ad-hoc mentoring system – somebody would ask their line manager for a mentor, and a mentor would be found, but you were still in your siloed area”.

The Head of Mentoring exists to ensure the benefits of mentoring are being felt throughout the business across all groups, and therefore works to unite the organisation’s mentoring efforts.

This works on two levels:

  • Employees equally benefit from mentoring, creating a more inclusive work environment
  • There’s a consistent structure in place to run a program, meaning more mentoring can happen more easily

For any department, team, network, or group wanting a mentoring program – they now have a dedicated person to go to. This not only prevents silos forming, but also means there are set processes and strategies in place for how mentoring is done across the organisation. Rather than it taking a department 6 weeks of work from scratch, a program could be launched in a matter of days.

The Head of Mentoring creates this process for running a program to be scalable and repeatable, meaning that mentoring can impact more areas across the business.

The Missing Piece

If businesses want to scale mentoring successfully, and make it an integral part of their company – it cannot be done on the side of a full time role. Organisations are actually losing out on the full possibilities of mentoring by not creating a dedicated role for it.

A Head of Mentoring is therefore essential for any business who wants to truly see the value of mentoring across the whole organisation, not just among small groups. It solves the issues of lack of ownership, lack of budget, and siloed workforces, while creating innovative growth opportunities beyond an HR function.

At Guider we always want to talk mentoring. Hear from some of the businesses we currently support here, or book a chat with us.

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Benefits of Mentoring 

What is a Mentor? Definition, Purpose and More

The figure of a mentor has been around since the days of Socrates, Plato and Aristotle. Nowadays, people often talk about the importance of mentoring in personal development and career contexts, with ‘get a mentor’ being a key piece of advice from successful business people the world over.

In the search to find a mentor, you may find yourself asking what is a mentor, really?

What is a mentor?

A mentor is a person who can support, advise and guide you. They typically take the time to get to know you and the challenges you’re facing and then use their understanding and personal experience to help you improve.

This relationship is additional to a manager or boss and benefits from a more personal and confidential structure. Mentors have the potential to become lifelong friends, or the relationship might only last until you’ve achieved a goal, there’s no one size fits all.

Many celebrities have publicly discussed the impact their mentors had on their success, including Christian Dior, Richard Branson, and Oprah Winfrey.

 

What a mentor isn’t:

❌ While a mentor can provide invaluable support and guidance across a range of topics including mental health, they are not a therapist. It is important to establish this to all parties participating in mentoring.

A mentor is not the same as a coach. Coaches are paid for and provide time-bound teaching on specific topics. You can find out more about the difference between mentoring and coaching here.

Mentoring is not a magic cure. While mentoring can support a range of development goals and has many benefits for both parties and organisations, it isn’t going to fix everything. There are many complementary ways to develop your people alongside mentoring.

 

Mentoring definition

Definition: The act or process of helping and guiding another person to support their personal development.

Note that we’ve said ‘personal’ development here rather than ‘career’ development – and that’s because ultimately, mentoring is about people. If someone helps you improve your confidence or self-awareness, that’s going to translate beyond your day job.

 

What is the difference between mentoring and mentorship?

You may have heard the term mentorship used in various contexts and be unclear about what it means. Mentorship is simply the word for a mentoring relationship (mentor + relationship = mentorship). It can be used to reference both the act of mentoring and the relationship you have with your mentor or mentee.

 

What is the role of a mentor?

The purpose of a mentor is to help you grow as a person and become the best version of yourself.

This may involve helping you achieve your personal or career goals, introducing you to new ways of thinking, challenging your limiting assumptions, sharing valuable life lessons, and much more.

A mentor is someone that guides you and you may have several throughout your life and career. In fact, there are many different types of mentoring, from peer to peer, to group. You can find a mentor in many different ways.

 

Why do people become mentors?

People choose to mentor others because it’s an incredibly valuable experience; seeing somebody grow and succeed as a result of your advice is highly rewarding. There are many benefits of mentoring for the mentor as well as the mentee, such as improving communication and developing leadership skills.

Harvard Business Review conducted a study researching the positive effects of mentoring, and found that people who served as mentors also experienced lower levels of anxiety, and described their job as more meaningful, than those who did not mentor.

 

What makes a good mentor?

“A mentor is someone who sees more talent and ability within you than you see in yourself, and helps bring it out of you.” — Bob Proctor

When asking, what is a mentor, it’s important to understand the difference between good mentors and… not so good ones. This quote highlights the essence of a good mentor: somebody that does not tell you what to do, but guides you to figuring it out for yourself.

When looking for a mentor there are certain characteristics to keep in mind. The traits of a good mentor include:

  • Being a good listener
  • Asking good questions
  • Showing empathy
  • Being encouraging and supportive
  • Self-awareness
  • A personable demeanour
  • Giving constructive and honest feedback

Read our guide on How To Be A Good Mentor

 

Misconceptions about mentoring

There are a few common misconceptions about mentoring that affect the way people think about what a mentor is.

We want to set the record straight in this mentoring myth-busting:

  • “Mentors have to be old” – Mentoring has no age requirements, and older people can benefit from being mentored by younger people, such as in reverse mentoring. What’s important is relevant experience and chemistry.
  • “Mentoring only benefits mentees” – Mentoring has heaps of benefits for the mentor as well as the mentee, including; improving communication and leadership skills, increased fulfilment, likelihood of promotion and more. Read all the benefits here.
  • “Mentoring is elitist” – It’s not about senior managers taking prodigies ‘under their wing’. Modern mentoring is fair and inclusive (when established right) and can break down unfair hierarchies.
  • “You’re either a mentor or a mentee” – In fact, 89% of people with a mentor go on to be a mentor themselves. You can be both a mentor and mentee, and even switch between the two in a peer mentoring relationship.
  • “My mentor has to be similar to me” – Familiarity is nice, but the best learning happens when you’re exposed to different ways of thinking. It can be better for your development to seek out opinions from outside of your usual spheres of influence.

How do you find a mentor?

If you have somebody that you admire in mind to be your mentor, we recommend you reach out to them for a coffee or a video call. Say you’d love to pick their brains about a certain topic and have some questions ready – don’t ask them to be your mentor straight away!

It’s important to build a relationship with them before making the ask. If you have good chemistry and you can see their experience being valuable to you in your career journey, then ask them if they’d be happy to meet more often and mentor you.

Read our full guide here: How To Find A Great Mentor

Sometimes it’s hard to find mentorship on your own. You might not know the right people, or feel intimidated to reach out to someone. In that case, speak to your organisation. More and more companies are running formal mentoring programs than ever, so there’s a good chance your company can support you.

So, there we have it! Everything you need to know about what a mentor is, and isn’t. If you want to learn more about mentorship download our e-book ‘Introduction to Mentoring’ to find out more!

If you’re an employer looking to establish or scale mentoring, get in touch with us by booking a demo.

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Benefits of Mentoring 

The Importance of Mentoring in the Workplace

Organisations are always looking for ways to nurture and retain their best people. Fortunately for them, most employees are similarly looking for ways to get fulfilment and satisfaction out of their work, making this a key area for businesses to cultivate.

This is where workplace mentoring, sometimes known as business mentoring, comes in. In this article, we run through how business mentoring can help you to retain and develop your people by creating a better working culture in which employees can learn and grow.

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What is mentoring in the workplace?

Mentoring in the workplace is an established partnership between colleagues for the purposes of learning and growth. There are several different types of mentoring, the most common is 1:1 or traditional mentorship.

Having a mentor at work can traditionally be seen as senior and more experienced employees giving advice and support to younger employees earlier on in their careers.

This dynamic is known as ‘informal mentoring’, as it often comes about from the mentor taking a liking to the mentee and taking them ‘under their wing’, rather than a formalised mentorship.

There is a lot to be said for informal mentoring, and many successful people refer to these kinds of relationships as helping them get to where they are today, such as Yves Saint Laurent and his formative mentoring from Christian Dior.

However, the issue with informal mentoring is that it’s often exclusive and elitist, with people choosing to mentor individuals they see themselves in (not doing anything for diversity in the process).

These kinds of relationships also rely on sheer luck a lot of the time. How many successful entrepreneurs have you heard say they were “in the right place at the right time” when they met a crucial person that took a chance on them?

As a result of these biases, mentoring in the workplace needs to be established as ‘formal mentoring’ in order to give employees equal opportunities to develop.

When should I establish a formal mentoring program?  

There will likely be informal mentoring happening in your organisation already. The key question is, when do you formalise your program?

A formal program is when an organisation intentionally sets up a mentoring program in which they actively match mentors and mentees and support the relationships to develop long-term.

Mentoring programs can be run using spreadsheets and manual matching or through mentoring software, such as Guider. Mentoring software removes the headache, using AI to make mentor matches and providing integrated tools to manage the relationship effectively.

It’s helpful to consider the following questions when deciding when to set up a formal mentoring program:

  • How many people are currently accessing some type of mentoring in your organisation?
  • What is the potential reach of a formal mentoring program?
  • How does mentoring align with your learning and development goals?

By establishing a formal mentoring program you are opening up mentoring across your organisation and removing bias from the process. You are also actively encouraging the growth and development of all of your employees.

 

Benefits of business mentoring

The benefits of mentoring in your business are wide-ranging. From leadership mentoring to supporting diversity and inclusion initiatives, there are many ways that mentoring can support your business.

Mentoring in the workplace will also impact your people’s personal development, can positively support mental health and improve employee retention.

Here are the key points to get started:

Benefits to the mentee

Finding a mentor at work can help you build a host of essential skills. Those with mentors at work will benefit from an increase in:

  • Self-confidence
  • Self-awareness
  • Job satisfaction
  • Aspiration
  • Likelihood of promotion
  • Loyalty to their company
  • Fulfilment at work

89% of those who have been mentored will also go on to mentor others, and so contribute to this cycle of learning and development within an organisation.

Benefits to the mentor

There are also many positive benefits for those doing the mentoring. Studies have shown an increase in:

  • Self-confidence
  • Communication skills
  • Job satisfaction
  • Loyalty to their company
  • Fulfilment at work

Harvard Business Review conducted a study researching the positive effects mentoring can have on the mentors themselves and found that people who served as mentors experienced lower levels of anxiety and described their job as more meaningful than those who did not mentor. Leadership mentoring is also a key way to develop your leadership skills.

Benefits to your organisation

The positive outcomes of mentoring stretch far beyond personal development for the people involved in the mentorships. Mentoring in the workplace has huge benefits for the organisations themselves, increasing:

  • Employee engagement
  • Employee satisfaction
  • Employee loyalty

All of these contribute to employee retention!

It can also improve:

  • Diversity in leadership
  • Knowledge sharing
  • On-boarding ease
  • Strong company culture

Not to mention reducing learning costs as you are sourcing experts from within your organisation to foster the development of others.

Another benefit for organisations offering mentoring in the workplace is recruitment opportunities. Studies have shown that 79% of millennials see mentoring as crucial to their career success. Given that by 2025, this demographic will comprise more than 75% of the workforce, it ought to be a top priority for businesses of all sizes.

You can read more on the Benefits of Mentoring here

Mentoring in the workplace key statistics

Above we mention some key statistics for implementing a mentoring program in your business. Yet, this is only a fraction of the data out there that shows the efficacy of mentoring in the workplace.

Tell me more…

  • 84% of Fortune 500 companies have mentoring programs.
  • 94% of employees said they would stay at a company longer if they were offered opportunities to learn and grow.
  • 67% of businesses reported an increase in productivity due to mentoring.
  • 55% of businesses felt that mentoring had a positive impact on their profits.
  • Mentoring programs boosted minority representation at the management level from 9% to 24%.
  • Top reasons for millennials wanting to quit their jobs are ‘Not enough opportunities to advance’ at 35% and ‘Lack of learning and development opportunities’ at 28%.
  • 71% of people with a mentor say their company provides them with good opportunities to advance in their career, compared with 47% of those without a mentor.
  • More than 4 in 10 workers who don’t have a mentor say they’ve considered quitting their job in the past three months.
  • 87% of mentors and mentees feel empowered by their mentoring relationships and have developed greater confidence.

As shown in the numerous studies on the positive effects of mentoring in the workplace, it’s one of the simplest things organisations can do to keep their employees engaged, productive and motivated. This is true across the different types of mentoring too.

We’ve written a more detailed guide to Mentoring Statistics if you want to explore even more research!

How to implement business mentoring

Implementing mentoring in the workplace is not only about what your business can gain, but, as we’ve shown, the opportunity cost of not investing in mentoring can be huge.

Now we’ve established how important mentoring in the workplace is, you’re probably itching to find out how you can implement an effective mentoring program within your organisation.

Luckily we’ve put a full step-by-step guide together

Read: How To Start A Mentoring Program

So, there we have it—everything you need to know about the importance of mentoring in your workplace. As you can see, mentoring is not just a nice to have but an essential part of your learning and development toolkit.

By implementing a formal mentoring program you can benefit from a whole host of lasting changes. The question isn’t “why is mentoring important”, but rather “why don’t we already do it!”

Want to learn more about how Guider’s mentoring platform can help your business thrive? Click ‘book a demo’ and arrange a call with our team today.

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Benefits of Mentoring 

The Positive Impact of Mentoring on Mental Health

In an increasingly fast paced world, it is difficult to find time to be there for people and even for ourselves. As a consequence, spaces to talk about mental health are shrinking. The day has therefore been set aside to create supportive communities by having conversations with family, friends, or colleagues about mental health. We all need good mental health. By talking about it, we can support ourselves and others.

What’s mentoring got to do with mental health?

At its core, mentoring is about helping another person. A mentor is somebody who advises, supports and guides another in the right direction.

There are many benefits of mentoring, which is why this type of relationship is established in schools, universities and organisations the world over. Many celebrities have cited their mentors as having played a huge role in their success, and finding a mentor is on the top of many people’s career development lists.

But less often discussed is the positive impact, for both the mentee and the mentor, that the relationship has on mental health and wellbeing.

Find out more about embedding mentoring in your diversity and inclusion initiatives with Guider

How mentoring helps mental health

Here are 5 ways that mentoring has a positive effect on mental health, for both the mentee and the mentor involved:

1. Supporting isolation

Those struggling with mental health issues often feel isolated.

While the stigma around mental health issues is thankfully decreasing, it can still be very difficult to speak up, particularly in a workplace. This stigma can leave people feeling isolated, and believing it’s better to stay quiet. This is even more relevant following the effects of 2020, with feelings of loneliness reaching a record high in UK adults.

In their guide to supporting mental health at work, the Mental Health Foundation lists mentoring as an effective solution. Having a support system in the form of a mentoring programme for those who have lived experience of mental health can have a huge impact. This could be in the form of peer, group, or team mentoring, or equally traditional one on one mentoring can provide someone struggling from mental health issues with a person who is invested in their success, leading them to feel less alone. You can read more about the different types of mentoring here.

 In the spirit of Mental Health Awareness Week, remember to check in on your colleagues regardless of whether or not you are formally mentoring them. We never know what someone else is going through, and knowing that people are looking out for you does a lot of good for someone suffering from feelings of isolation.

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2. Reducing levels of anxiety

Those who suffer from constant anxiety are likely to worry about everything from the simplest of tasks, to the people around them, to their own abilities.

Anxiety at work drastically impacts general wellbeing, and is a huge set back for many people and organisations. In fact, the World Health Organisation estimates a global cost of $1 trillion per year in lost productivity as a result of depression and anxiety.

There are many actions that businesses can put in place to support their employees better and reduce that impact. Mentoring is one of those methods that has been proven to reduce anxiety, particularly around one’s own ability. Those feelings and worries are minimised by sharing them with a mentor who can encourage and inspire you.

‘Work politics can be a real challenge when we have mental health problems. It can be helpful to find a mentor or a small group of trusted colleagues with whom you can discuss feelings about work.’ – Mental Health Foundation

While we often focus on the benefits of mentoring for those receiving it, this also works the other way. As the Mental Health Foundation highlight in their choice of kindness as 2020’s theme, helping other people feels good.

Harvard Business Review conducted a study researching the positive effects of mentoring on the mentors themselves, and found that people who served as mentors experienced lower levels of anxiety, and described their job as more meaningful, than those who did not mentor. These findings were also found in a study by Cambridge Judge Business School, with mentoring reducing anxiety in mentors.

3. Increasing self-confidence

Mental health charity Mind says: ‘while low self-esteem isn’t a mental health problem in itself, they are closely linked’.

An increase in confidence can therefore positively impact mental health, and help to challenge those limiting assumptions about ourselves that mental health issues cause us to feel.

Those with mentors frequently report an increase in their self-confidence, particularly as they feel supported in their decisions and career path. Mentoring relationships are a safe space for mentees to explore new ideas and grow without fear of judgement, as well as receive reassurance from someone they admire. These factors naturally work to increase their confidence in themselves, and so can really help to tackle mental health issues such as depression.

Mental health issues feed off limiting beliefs about ourselves. Feelings of worthlessness and futility are closing linked with depression, and so investing in building the self-confidence and self-esteem of your employees is a highly effective way of improving mental health across your workforce.

Mentors similarly experience improved self-esteem and confidence from the act of helping others achieve their goals. This rewarding feeling also results in improved mental health across the board.

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4. Feeling listened to

This may seem obvious, but having a safe and formalised space where you feel listened to and valued has a positive impact on mental health.

It’s not often that those safe spaces are available to us in our day to day lives, particularly in our working lives. For those who do not have a family or friend unit they are close to, these spaces can be hard to come across full stop.

A mentoring relationship, especially one established formally through work, is built around mutual trust and confidentiality. It therefore provides a space to share without judgement, to be listened to and supported. This obviously comes more naturally if the mentor and mentee get along on a personal level, which is important when matching mentoring pairs.

For those suffering from mental health issues who might not have many people to talk to, mentoring can be very cathartic and supportive. However, it’s important to remember that a mentoring session is not a therapy session, and a mentor is not a therapist. If running a mentoring programme for mental health support, this is an important reminder to share with all participants throughout the programme.

5. Hope for the future

For those suffering from mental health issues, fear and anxiety about the future is a common struggle. People can feel dread and detachment when thinking about what lies ahead for them. This is another experience which has become more widely addressed during the Covid-19 pandemic, and something which mentors can support with.

As a mentor helps someone work towards achievable goals and accelerates their progress, they can reduce these anxieties and instil hope and optimism around the future.

The Advocacy Project shared some of the feedback from their mental health mentoring programme, with mentees describing the experience as ‘a light at the end of the tunnel’ and their mentors giving them ’empowerment and belief in you’.

This is truly powerful and can make a huge difference in the lives of those suffering from poor mental health. If running a mentoring programme tailored towards mental health support specifically, ensure your mentors have received adequate training in how to broach topics surrounding the future, so as not to overwhelm or panic their mentees.

Typically, mentors may look to discuss and set long term career or personal goals with their mentees. However, for someone suffering from mental health issues this could be overwhelming and lead to them putting undue pressure on themselves. Mentors need to be aware of this and work on short term achievable goals to boost confidence and reduce anxiety.

For more practical tips to support employee mental health while working from home, check out this blog post.

———–

With more and more emphasis on workplace wellbeing and mental health, organisations needs to be ensuring their people are happy and healthy at work. For the reasons discussed in this article, starting a mentoring programme is a highly effective way to tackle mental health issues while also supporting personal development.

Don’t be reactive to mental health support. Mentoring helps to create an inclusive culture built around community, mutual support and growth. Find out how Guider can help, book a chat below.

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Benefits of Mentoring 

5 Ways to Support Employee Mental Health While WFH

Only 6% of employees were working from home pre-lockdown, which quickly rose to 46.6% in April 2020, a huge shock to the system for the majority of people.

69% of UK adults are currently worried about the negative impact of Covid-19. There has also been an increase in adults who’ve never previously experienced poor mental health, now finding themselves struggling.

While the world is learning to adapt and respond to changes brought on by Covid-19, World Mental Health Awareness week 2022 is themed around ‘loneliness’ and serves as a reminder that we all need to take care of one another, as well as working on our own mental health and social networks.

Find out more about how to embed mentoring in your diversity and inclusion initiatives with Guider

This article explores how businesses can support their employees’ mental health, and continue on the track of positive growth and development.

1. Ensure Open Communication for Returning to the Office

CIPD found that employee anxiousness was lower when staff felt their employers adequately consulted them about workplace measures for their return. However, 62% of employees felt anxious about returning due to lack of consultation. The UK Government has put in place a series of guidance articles to help you decide which steps to take to ensure the wellbeing of employees.

CIPD suggests that employers should ask three questions before returning to the workplace:

  • Is it essential?
  • Is it safe?
  • Is it mutually agreed?

Fears can be reduced and alleviated when employees feel heard and employers clearly communicate why employees must return. Fears can also be reduced by putting in place effect measures. Some workplaces have made the process of returning gradual with flexible scheduling, allowing employees who use public transport to travel outside of rush hour and limiting the number of days inside the office.

Employees ultimately want to be heard. Acknowledge and empathise with their concerns and work with them to develop a plan of action that’s best suited for the workplace to help improve employee mental health.

2. Create a Supportive Environment

WFH has seen the end of the casual “water-cooler chatter,” according to Insider.

As humans are social, small-talk is good for us. It inspires creativity, leads to deeper discussions, allows us to share a connection and ultimately improves our mental well-being. Supportive work environments improve employee mental health by reducing stress and allowing creativity and productivity to flourish.

Employers can support employees by filling in these communication gaps with social events like virtual lunches, coffee breaks and drinks. Employing the use of instant messaging platforms such as Slack, Discord and Microsoft Teams, and setting up channels for a casual chats between colleagues and team members.

Appointing mental health champions gives employees a space to discuss and work through any issues. Their goal is to help you educate employees and managers on mental health, challenge the stigma, and raise awareness.

Another way to raise awareness and create a supportive environment is to put together a mental health training programme. Effective mental health awareness training educates employees and managers on mental health, they’ll understand how to maintain their own mental well-being, while also looking out for signs that their colleagues may need help.

Training doesn’t need to fall by the wayside because of lack of face to face interaction. Online mentoring software offers flexibility for staff and can be an effective way to track and monitor their growth and progress.

Ensuring you have effective and supportive training and onboarding programmes can also reduce the rate of new hires quitting, due to the level of guidance offered. Prioritising employee mental health from the offset can therefore benefit retention and loyalty.

3. Virtual Training & Mentoring

In the hectic move from in-office to virtual work environments, many workplaces found it difficult to keep track and ensure employee development.

Companies such as Marks & Spencer have improved employee engagement through virtual mentoring programmes, as mentees develop more self assurance. They’ve also experienced a positive impact on mental health of employees, feeling a sense of community and belonging through mentoring:

Creating a mentoring programme improves employee mental health by ensuring that isolated employees have an avenue to communicate with mentors, discuss how they are adapting, and even help them discover solutions to work related stress issues. This is particularly important in the case of mentoring graduate students who may be entering the workforce for the first time.

63% of adults in the UK are worried about the impact Covid-19 will have on their future. Mentoring helps alleviate fears by helping employees set and achieve development goals, giving them a clear vision of what they can achieve, ultimately boosting their self confidence.

Mentoring Software

 

4. Put Together a Wellness Action Plan

A wellness action plan sets guidelines on how to best support everybody’s physical and mental health. In this plan, you set objectives for employees to follow, and clarify the support and guidance available.It helps employees and management identify workplace or day to day triggers, and can be the push they need to finally identify and combat any personal mental health issues. These practical steps help you to create a company culture of education, support and empathy.

Action plans can include a list of definitions of relevant terms, such as ‘mental health’ and ‘vulnerable groups’, creating a universal understanding regarding discussion points. It should also contain tips on how employees can take care of their mental health, such as effective time planning and remembering to take a break.

You should talk about who they can contact if they’re experiencing any issues. Is there a mental health champion? Do they have access to an employee assistance program? Advice on how to bring up their issues with their manager and what to expect.

As mentioned in a previous section, people feel less anxious when they are heard. Discuss with employees where they think the company is lacking in terms of mental health support and education. Use this to inform an action plan for the company’s leadership. Let employees know what changes will be made, why, and what issues they will solve.

Mind.org have written effective wellness action plans for employees, team leaders and those working from home that you can download or use as inspiration for your own plan.

5. Remind your Employees to Take Breaks

Finally, with virtual working in place and entire offices being relegated to a corner desk, employees may be spending more time inside and sitting down.

We’re no longer stretching our legs around the office, or taking a walk to our favourite sandwich shop for lunch. Remaining sedentary takes a toll on employee mental health as it increases the risk of depression and anxiety.

Spending too long on the computer can cause eye strain. Talking a walk and stretching increases blood flow to the brain, improves moods and boosts creativity. Walking in nature especially reduces stress, this could be especially useful for employees with children who need time outside to blow off some steam.

Experts suggest setting a phone reminder every hour to 90 minutes to ensure that employees give themselves an opportunity to stretch, encourage blood flow and clear their minds.

As the world changes, we’re all looking for new ways to adapt. Technology can help to alleviate some of these issues but it’s human connection that makes it most effective.

While some people see work as a way to get through certain issues, others may find it hard to adapt. By encouraging open communication among employees, you can ensure that your employees will see a reduction in anxiousness.

This way we can create a more productive, communicative and happy workforce.

This article is summarised in the infographic below:

Source: NCC Learning
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Benefits of Mentoring 

How Virtual Mentoring Supports Remote Teams

With the global pandemic Covid-19 forcing businesses across the globe to operate remotely, teams are displaced and everyone is adapting to a new way of working.

In these unprecedented times, as we make our homes our offices for the foreseeable future, and as businesses are forced to furlough and let go of staff, having support and guidance across all areas of a business is more essential than ever.

With the world in such disruption, it’s easy to let office associated activities fall by the wayside. Company events and socials, coffee machine chat, team goal setting, programs and training – they all feel harder to maintain with everybody at home. However, it’s important to try and keep up a degree of normality and routine, even if that means coming up with new processes.

Virtual mentoring offers an highly effective solution under the current circumstances, helping foster a culture of open communication, knowledge sharing, generous leadership, and above all, human connection – which we know we all need to prioritise right now.

Here are just some of the ways virtual mentoring can specifically support remote teams during this time:

1. Transitional Mentoring

Mentoring is frequently used in organisations during any time of change, transition or transformation. Whether it’s new management or systems, a structural overhaul or re-distribution, mentoring can help to re-establish a culture of community across the organisation in a short period of time.

Covid-19 is likely one of biggest ‘transitional periods’ businesses have ever faced, and so having a company culture where mentoring is the norm is more important than ever. Everyone will be dealing with this situation in different ways, and experiencing different challenges depending on their situation. Establishing a virtual mentoring program now will allow people to reach out to mentors within their organisation who can guide, support and advise them through those relevant challenges.

For organisations worrying that their mentoring programs will fall apart with everybody out of office, now is the time to re-engage your participants and communicate the benefits of mentoring again within the context of the global pandemic. We have some tips for promoting mentoring programs in our guide:

How To Start A Mentoring Program: A Step By Step Guide

It’s also important to establish and enable virtual mentoring. Luckily, everyone is getting into the habit of video meetings and conference calls, so mentoring sessions shouldn’t be any different. Using a mentoring software will make the process of managing and tracking relationships easier, which is essential while we’re all absent from the office.

2. On-boarding / Induction Mentoring

It’s a very strange time to start a new job, but that doesn’t mean it’s not happening. Many people will be starting new positions from their dining table over the coming weeks and months, and so effective induction processes have never been more crucial.

Starting a new job can be daunting on a regular basis, let alone when you’re not going to meet any of your new colleagues face to face, or step foot in your new office, for potentially months.

Mentoring can be extremely valuable in these circumstances. By pairing a new joiner with a mentor on their first day, they have somebody who can show them the ropes in a friendly, relatable and patient way. In fact, providing multiple mentors so they have the option to reach out to different people for different queries will be even more valuable. A go-to person to support them in their role, somebody else to induct them into company culture etc. This will also increase their number of initial connections within the business, which is necessary seeing as they won’t be socialising face to face with everyone in the office for a while. You can read more about why mentoring is important here.

3. Management Mentoring

Managers will be under considerable strain at this time. Not only are they adapting their own routine, but are also responsible for their team’s output, productivity, and general wellbeing. It requires an increased level of communication, transparency and dedication. Many managers will be feeling overwhelmed and potentially out of their depth, and so it’s a critical time to ensure they have somebody to support and advise them, in the form of a mentor.

Naturally, a lot of managers’ time at the moment will be spent on video calls with their team, and so adding more virtual meetings to their routine for the sake of it is not productive. Instead, taking the time to identify individual managers’ current challenges will help to create mentoring relationships that are truly beneficial, as opposed to a burden.

Mentoring can also work to transform managers into inspiring leaders, developing leadership skills such as communication, giving feedback, delegation and motivation. These kinds of skills are more valuable now than ever. With uncertainty and transition taking place, strong leaders will make a huge difference in team morale and productivity.

Research has shown that when managers are stressed or anxious, it filters down and impacts everybody in the team. The fact that mentoring increases self-awareness can consequently help managers mitigate this knock-on effect.

4. Parental Mentoring

Many organisations run maternity and paternity mentoring programs, for new parents to feel supported in their transition back to work after having a child. With parents now working from home whilst simultaneously caring for their children and trying to homeschool them, this is a crucial time to offer support.

Offering parents mentors during this period will firstly show that the business acknowledges and empathises with their position, as well as having a positive effect on mental health, job satisfaction and happiness.

As many people will fit into this category, it may be a good idea to establish group, peer or team mentoring. This is where you have multiple people – mentors and mentees – sharing knowledge, learning together, and holding each other accountable. It essentially creates a formal support system, which will be highly beneficial for your team’s progress (and sanity) during this time. You can read more about different types of mentoring here.

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5. Stress Management Mentoring

Finally, mentoring can be highly impactful when it comes to stress management. Many people will be experiencing higher levels of stress and anxiety at work right now. Whether it’s through fear of being let go, having too much or not enough to do, managing time and productivity, not to mention the fact that this virus has turned the world upside down – which alone is plenty cause for stress.

At its core, mentoring is about human connection. It’s about recognising and utilising someone else’s experience and skills, sharing knowledge and building relationships. That’s why research has also shown its positive effects on mental health. Mental Health Foundation lists mentoring in the workplace as a method of supporting feelings of isolation and anxieties about the future. Similarly, Harvard Business Review conducted a study researching the positive effects of mentoring, and found that people who served as mentors experienced lower levels of anxiety, and described their job as more meaningful, than those who did not mentor.

With this in mind, now is a crucial time to implement a culture of virtual mentoring in your organisation, to ensure people feel connected and supported.

These are uncharted waters for all of us. Let us continue to follow government guidelines, look after our people and customers, and above all, practice kindness

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Benefits of Mentoring 

Mentoring Statistics: The Research You Need to Know

For years, finding a mentor has been advocated as a career and personal development practice. In 2020, more individuals than ever want a mentor, and more organisations are trying to provide mentoring in the workplace as a learning and development initiative.

The benefits of mentoring are vast, for both the person being mentored, the person doing the mentoring, and the organisations they work at. Countless studies have been carried out on the positive effects mentoring can have, from confidence, to mental health, to promotion likelihood.

There’s a lot to read about mentoring on the internet. But if you want a summary of all the best mentoring statistics and research on its effects, we’ve done the reading for you and compiled it all in one place!

So whether you’re looking to learn more about mentoring, or need some killer stats to support your mentoring program at work, look no further…

General Mentoring Statistics:

  • 84% of Fortune 500 companies have mentoring programs, and 100% of Fortune 50 companies (Source)
  • Of those with a mentor, 97% say they are valuable (Source)
  • Yet only 37% of professionals have a mentor (Source)
  • And 63% of women have never had a formal mentor (Source)
  • 89% of those who have been mentored will also go on to mentor others (Source)

Read More: Why Mentoring Software is Vital

Mentoring for Career Development Statistics:

  • 25% of employees who enrolled in a mentoring program had a salary-grade change, compared to only 5% of workers who did not participate (Source)
  • Mentees are promoted 5 times more often than those without mentors (Source)
  • And mentors themselves are 6 times more likely to be promoted (Source)
  • 89% of those with mentors believe their colleagues value their work, compared with 75% who do not have mentors (Source)
  • 87% of mentors and mentees feel empowered by their mentoring relationships and have developed greater confidence (Source)

Mentoring Statistics
Infographic Source: Teach.com

Mentoring Millennials Statistics:

  • 79% of millennials see mentoring as crucial to their career success (Source)
  • But 63% of millennials say their leadership skills are not being fully developed (Source)
  • 49% of millennials would, if they had a choice, quit their current jobs in the next two years (Source)
  • And millennials will comprise more than 75% of the workforce by 2025 (Source)
  • Millennials intending to stay with their organisation for more than 5 years are twice as likely to have a mentor than not (68% vs 32%) (Source)
  • Top reasons for millennials wanting to quit are ‘Not enough opportunities to advance’ at 35% and ‘Lack of learning and development opportunities’ at 28% (Source)
  • 91% of Millennials consider the potential for career progression as a top priority when choosing a new job (Source)
  • 53% of Millennials have been disappointed by a lack of personal development training when starting a new job (Source)
  • Less than 50% of Millennials say they’ve had opportunities at work to learn and grow within the past year (Source)
  • Regardless of gender or geography, only 28% of Millennials feel that their current organisations are making ‘full use’ of the skills they currently have to offer (Source)
  • Only 28% of Millennials would stay at their current job beyond 5 years (Source)
  • 93% of millennials find skill development crucial for their career (Source)

Mentoring Gen Z Statistics:

  • 76% of Gen Z see learning as the key to their advancement in their careers (Source)
  • 83% of Gen Z want to learn skills to perform better in their current position (Source)
  • 21% of Gen Z want their boss to have ‘mentoring ability’ (Source)
  • 64% of Gen Z cited ‘opportunity for career growth’ as a top career priority (Source)
  • 73% of Gen Z would like to be taught one on one (Source)
  • 77% of Gen Z said that a company’s level of diversity affects their decision to work there (Source)
  • 87% of Gen Z wants a job where they are able to learn a lot (Source)
  • 82% say it is important that their supervisor helps them establish performance goals (Source)
  • 83% of Gen Z wants their supervisors to care about their life (Source)

Mentoring for Diversity Statistics:

  • Mentoring programs boosted minority representation at the management level from 9% to 24% (Source)
  • As well as promotion and retention rates for minorities and women from 15% to 38% as compared to non-mentored employees (Source)
  • Women are more likely to have a mentor than men – 54% vs 48% (Source)
  • 38% of female employees (in companies that have at least 30% women on their board) who have exposure to senior mentors believe they will make it to the board themselves, compared with 21% of women from companies under 30% target (Source)

Read more on mentoring for diversity and inclusion:

Mentoring for Organisations Statistics:

  • 67% of businesses reported an increase in productivity due to mentoring (Source)
  • 55% of businesses felt that mentoring had a positive impact on their profits (Source)
  • More than 4 in 10 workers who don’t have a mentor say they’ve considered quitting their job in the past three months (Source)
  • 71% of people with a mentor say their company provides them with good opportunities to advance in their career, compared with 47% of those without a mentor (Source)
  • 94% of employees said they would stay at a company longer if they were offered opportunities to learn and grow (Source)
  • Retention rates were much higher for mentees (72%) and mentors (69%) than for employees who did not participate in the mentoring program (49%) (Source)
  • Of employees who stay more than 5 years at a company: 68% agree that there is a lot of support for those who want to take on leadership roles. 68% agree that younger employees are actively encouraged to aim for leadership roles (Source)
  • Of employees who leave within 2 years: 71% think that their leadership skills are not being fully developed. 57% feel that they are being overlooked for potential leadership positions (Source)
  • Employees who are involved in mentoring programs have a 50% higher retention rate than those not involved (Source)

Categories
Benefits of Mentoring 

The Powerful Benefits Of Mentoring

In both our business and personal lives, seeking to develop our skills, continually learn new things, and challenge ourselves on a regular basis comes with many rewards and benefits.

This naturally takes a degree of devotion, with life often getting in the way of our self-improvement efforts.

Having a mentor – that is, somebody who can help guide, advise and teach you through a problem or towards a goal – is one way to stay on track.

There are many different types of mentoring to choose from. Each with its own uses and benefits, meaning you can choose the type that’s right for you.

Mentoring has the power to accelerate our self-development, career progression, and overall confidence. It’s therefore pretty surprising that only 37% of professionals have one, particularly as so many successful people praise and recommend mentorship.

What are the benefits of mentoring?

The benefits of mentoring go way beyond the mentee’s personal development, positively affecting the mentors themselves, as well as the organisations they work for. From supporting inclusion through exposure to new perspectives to increased chance of promotion for both parties, the benefits of mentoring are vast.

This article will explore the full host of benefits for mentors, mentees, and businesses, as well as some more detailed benefits of mentoring with links to studies that support them.‍

Benefits of mentoring for mentors

Being a mentor goes far beyond the rewarding feeling of ‘giving back’. There are a range of personal development benefits that mentors gain from the experience, including:

  • Increased self-confidence
  • Increased self-awareness
  • Leadership skill development
  • Strong communication skills
  • Art of delivering feedback
  • Art of asking questions
  • Becoming a good listener
  • Exposure to new and different perspectives
  • Growing a personal network
  • Increased chance of promotion
  • Increased job satisfaction
  • Supporting another person
  • Paying it forward
  • Learning from someone else

‍Another key benefit of mentoring for mentors is the effect on leadership mentoring has. Acting as a mentor means practising the core skills needed to be a successful manager, team leader and prepares you for senior leadership.

The different types of mentoring can compliment leadership development too. In peer mentoring, for example, both mentoring parties will take turns acting as the mentor. This develops their skills in a equal and supportive mentorship.

Reverse mentoring, on the other hand, gives junior employees the chance to have direct 1:1 access with senior leaders. They will act as mentors to leadership, providing vital up-skilling in areas such as digital literacy and cultural competency.

Benefits of mentoring for mentees

Of course, mentees gain a lot from being mentored but it’s not just career development as people tend to assume. Good mentor matching can lead to:

  • Increased self-confidence
  • Increased self-awareness
  • Develop strong communication skills
  • Growing a personal network within the business
  • Exposure to new and different perspectives
  • Learn to self-reflect
  • Improve goal-setting
  • Learn from other’s experiences
  • Learn to ask good questions
  • Being supported by someone
  • Being advocated for
  • Increased chance of promotion
  • Increased job satisfaction

The mentee will also find support outside of line management, widening their networks and exposing them to new ideas and perspectives. Through access to leadership, mentoring provides mentees with opportunities to develop that they might not have in their day to day roles.

Again, through the different types of mentoring, mentees can find a style that works for them. If you work best in a group, then group mentoring is a collaborative and social way to up-skill and develop together.

Infographic Source: Teach.com

Benefits of mentoring for an organisation

The benefits of mentoring aren’t just for the mentoring participants. Organisations will benefit in a number of ways, making it a key area to invest in. Here are some of the top benefits:

  • Employee engagement
  • Employee satisfaction
  • Employee happiness
  • Retention rates
  • Promotion rates
  • Attracting talent
  • Representation in leadership
  • Inclusive culture
  • Increased productivity
  • Breaking down silos

To dive into some of these mentoring benefits a bit deeper, here is a break down by theme:

Benefits of mentoring for personal development

  • Increased confidence: Whether it’s the ability to share ideas comfortably in meetings, or stand up for yourself in a challenging situation, people with mentors benefit from higher confidence in themselves. Mentors also experience an increase in self-confidence, as their mentee’s success reaffirms their abilities, resulting in a confidence boost.
  • Higher self-awareness: Working out your goals with someone you look up to requires serious self-analysis around strengths, weaknesses, and values. As a result, those who have mentoring are more self aware than those who don’t – and self awareness is highly beneficial when it comes to career development.
  • Exposure to new ways of thinking: For both mentee and mentor, the mentoring process exposes new ideas and revelatory ways of thinking or problem solving. This can have long lasting effects on both people in the partnership, encouraging innovation.
  • Giving and receiving feedback: Feedback is something we should all want in order to improve, but probably don’t ask for enough. Similarly, managers everywhere struggle with delivering feedback honestly and effectively. Mentoring helps people develop their relationship with feedback in a productive way.‍

Benefits of mentoring for career development

  • Promotions: Those who receive mentoring are promoted five times more often than people who do not have mentors.
  • Job satisfaction: Reaching your goals makes you feel fulfilled and successful. With mentors often helping mentees achieve their career goals, job satisfaction naturally increases. Similarly, those who mentor consider their job more meaningful and therefore experience higher job satisfaction and fulfilment than those who don’t.
  • Personal network: Those with mentors benefit from growing their personal network outside of their colleagues. A mentor can introduce you to a whole range of inspirational and important people that may have an impact on your career later down the line.

Benefits of mentoring for mental health

  • Supporting isolation: People struggling with mental health issues often feel isolated and can experience severe anxiety about both their future and their own abilities. Mentalhealth.org.uk lists mentoring as a method of supporting mental health issues in the workplace, for both the mentor and mentee.
  • Self-confidence: An increase in confidence can positively impact mental health, particularly as mentees feel supported in their decisions and career path. Mentors also experience improved self-esteem and confidence from the act of helping another achieve their goals, resulting in improved mental health.
  • Lower levels of anxiety: Harvard Business Review conducted a study researching the positive effects of mentoring, and found that people who served as mentors experienced lower levels of anxiety, and described their job as more meaningful than those who did not mentor.

Read more in our article: The Positive Impact of Mentoring on Mental Health

Benefits of mentoring for inclusion

  • Exposure to new and different perspectives: Every conversation you have with someone who is from a different background and has a different lived experience, teaches you something. Whether it’s specifically about the business you’re in or about society in general, having the chance to learn and share with someone else in a safe space can be hugely impactful for inclusion.
  • Empathy, self-awareness, and cultural competency: If these conversations are happening at scale across your organisation, there will be an increase in empathy, self-awareness and cultural competency which can help foster a more inclusive workplace.
  • Targeted initiatives that lead to change: Through types of mentoring such as reverse mentoring, organisations can run mentoring programs that are structured around change. In reverse mentoring, senior leadership is mentored by junior colleagues from under-represented or marginalised backgrounds. It can be used to increase cultural competency and to promote inclusion.

‍Benefits of mentoring for business

  • Positive company culture: A successful mentoring program fosters a culture of learning, nurturing, and growth. This will filter through the entire organisation and create teams of people who feel satisfied and happy at work.
  • Diversity in leadership: Mentoring considerably helps minority representation at the management level, with many organisations using mentoring to increase gender and ethnic diversity in leadership roles.
    Read more: How To Improve Diversity & Inclusion With Mentoring
  • Knowledge sharing: Mentoring is an effective and low-cost way for senior employees to pass on knowledge of the industry and organisation to younger staff.
  • Employee engagement and retention: With mentees and mentors feeling more satisfied and fulfilled at work than other employees, naturally mentoring has a positive effect of employee engagement and retention.
  • Recruitment: Mentoring programs are an attractive work perk for many people, particularly millennials, who have come to expect mentoring and development opportunities from companies.‍

There you have it! The powerful benefits of mentoring effect everyone involved, so if you don’t have a mentor yet, speak to your company about programs they can put in place. Or if you are the person with that power, check out our guide to How To Start A Mentoring Program.

Interested in finding out more about how mentoring software can set up your mentoring programs for success? Book a chat with our team, we’d love to talk to you!