Category: Benefits of Mentoring 

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. And it’s important for people from all areas of the business – from stressed out sales leaders to overworked junior engineers. So let’s find out why you should be putting mentoring high on your employee wellbeing action plan.

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.

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.

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.

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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.

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.

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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.

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This article is summarised in the infographic below:

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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.

With teams now working in either remote, hybrid or in-office models, it’s important to understand the best ways to manage these new ways of working.

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.

How can virtual mentoring support remote teams?

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.

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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.

📖 Find out more about how mentoring makes great managers here 📖

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

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

That’s why finding or becoming a mentor is such a powerful way to stay on track in your personal development. The benefits of mentoring are wide-ranging. From accelerating self-development, to improving confidence, there’s so much to be gained.

It’s therefore pretty surprising that only 37% of professionals have one, particularly as so many successful people praise and recommend mentorship.

So, if you’re considering mentorship but unsure if it’s the right tool for you, we’re here to change your mind!

What are the benefits of mentoring?

Overall, there are many clear benefits to mentoring. 

The first thing many people think of is the mentee’s personal development. Yet, this isn’t the only thing! 

Mentoring has the power to positively impact everyone involved. It can also support inclusion initiatives, mental health and lead to an increased chance of promotion for both parties. 

It’s true: the benefits of mentoring are vast.

Remember: 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.

What are the benefits of mentoring to the mentor? 

To break things down into more detail, let’s look at the benefits of mentoring for each person. 

A reason to become a mentor is often the feeling of ‘giving back’. But remember, this isn’t the only positive outcome! 

There are a range of personal development benefits that mentors gain from the experience. This includes:

• Increased self-confidence
• Increased self-awareness
• Leadership skill development
• Strong communication skills
• Mastering the art of delivering feedback
• Asking better 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
• Reduced levels of anxiety
• Promotes continuous learning 

‍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 or 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 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.‍

What are the benefits of mentoring to the mentee? 

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
• Improved communication skills
• Better personal network within the business
• Exposure to new and different perspectives
• Increased capacity to self-reflect
• Improved goal-setting skills
• Learning from other’s experiences
• Learning to ask good questions
• Being supported by someone
• Being advocated for
• Increased chance of promotion
• Increased job satisfaction

This infographic breaks down the 4 key benefits of finding a mentoring in more detail: 

Infographic Source: Teach.com

Remember; as a mentee you will also benefit from finding support and guidance outside of your line management. Widening networks is an important way to grow our confidence and knowledge. 

Through greater access to leaders within your business, mentoring provides you with opportunities to develop that you might not have in your day to day role. This is why it’s so powerful for career progression! 

What are the benefits of mentoring for my organisation?

Let’s look at the full picture. 

Mentoring doesn’t just benefit the mentor and mentee involved. There are many benefits that organisations can reap that are measurable and impactful to your business.

Here are just some of the top benefits:

• Employee engagement
• Employee satisfaction
• Employee happiness
• Retention rates
• Promotion rates
• Attracting talent
• Improved representation in leadership
• More inclusive culture
• Increased productivity
• Better communication 

Of course, many of these benefits feed into one another. For example, engaged employees mean increased productivity and better retention. 

By tackling these issues through one solution you can also streamline you HR and L&D initiatives. Who doesn’t want to get more value for money?

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 receive 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 businesses

• 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.‍

As you can see, the powerful benefits of mentoring effect everyone involved. 

So, if you don’t have a mentoring program yet, you might want to start one! Check out our guide: How To Start A Mentoring Program

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