Frequently Asked Questions

Got questions about Guider, Mentoring and Peer Learning?

Check out our FAQs below.

About Guider

Guider is the world’s premier enterprise-only peer learning platform. We help companies across the globe build, launch and evaluate learning and development initiatives that drive engagement, deliver impact and increase employee engagement.
Since 2019, we’ve worked with clients such as Deloitte, The FA, Marks & Spencer, and Calvin Klein to revolutionise their Learning & Development initiatives through peer learning.
In 2023 Guider launched the latest version of its enterprise mentoring platform. Built on the most up-to-date usability, security and technology standards, Guider is the only mentoring platform built exclusively for large, enterprise clients. Guider’s core capabilities include: White labelling and programme customisation Multi-programme support AI-powered mentor matching Industry-leading programme support Internal Marketing and Communications toolkit Custom, proprietary metrics and business intelligence platform There’s so much more to Guider – book a call to begin exploring our solutions.

At Guider, we understand that the enterprise Learning & Development stack has grown enormously over the past few years. Whether you’re working with an LMS, an LXP, content providers, training platforms (or maybe even a combination of them all) – we can integrate seamlessly. One of the biggest barriers to learning engagement is tool fatigue, and Guider’s unique approach to integration and white labelling makes Guider feel just like home to your organisation’s employees. What’s more, using Merge’s unified integration API, Guider can communicate with other tools used across your company – from your HRIS to your instant messaging provider. Find out more about our integrations here.

We believe that the future of learning is human, and that philosophy is at the heart of Guider’s approach. With this in mind, we work with organisations to tailor and customise the Guider platform to suit their needs.

From DE&I initiatives, through to Graduate Onboarding and Talent Upskilling, Guider’s peer learning programmes will unleash the potential of your team to deliver your organisation’s needs.

With Guider, customisation begins with the look and feel of your organisation’s programme pages and continues with the bespoke support and guidance provided by our customer team throughout your time with us.
We founded Guider because we felt that corporate L&D didn’t have a solution for connecting peers at scale to drive impactful learning. Our unique approach, which uses ground-breaking technology to deliver human-powered learning experiences, is the main reason our clients and learners love using Guider.

Besides that unique approach, our core technical and programme features include:
Full white labelling and deep customisation Templated Peer Learning programmes to support a diverse range of goals Powerful, customisable, AI-driven mentor matching – using over 100 custom-controlled matching parameters Integrates with all your existing tech and services Multi-programme support
Guider uses sophisticated AI technology to match Mentors and Mentees with unparalleled success. Our core algorithm is based on more than 100 parameters – everything from skills, to goals, to location and language.

For each programme you run with Guider, your Customer Success Manager will work with you to customise the matching to suit your needs. Some examples used by existing clients include custom matching based on psychometric profiles; or using our location matching to prohibit mentors and mentees from being in the same office location. The possibilities are endless, but one thing remains constant – our winning 95% successful first-time match rate!

Read more about our matching here
We find that DE&I is a core use case for mentoring within some of the enterprise companies we work with. This is because the levelling experience of mentoring, which is based on sharing experiences and perspectives, is a core way to build diversity, practice equity and create inclusive environments.

From our pioneering work in reverse mentoring through to our ground-breaking learning hub content, Guider can be a true partner in your organisation’s Diversity, Equity & Inclusion initiatives.
Throughout the process, as you evaluate Guider as a Learning & Development solution, our team will be with you to ensure a smooth and effective implementation. Not only will our Programme Managers build out your individualised and customised programmes, our Customer Success team will help you launch, scale and evaluate every initiative.

When you launch a programme, Guider will run live webinars to ensure your learners are engaged and trained on the platform. For Programme Leads we give unlimited programme support, plus access to Guider’s knowledge and help centre, which is packed full of tutorials and how-to guides.

How does Guider measure and report on learning and development outcomes? Proving ROI is difficult. One of the major benefits of centralising and formalising your peer learning programmes with Guider is the amount of data we capture and present back to you. Guider’s proprietary metrics suite gives you granular, to-the-minute data on every aspect of your peer learning activities.

Our Customer Success team are experts in helping you to derive insights from the data Guider provides – from cross-company skills gap analysis through to understanding how your wider L&D function can support goal attainment.
As an enterprise-only solution, Guider has been built with stringent security baked in. Our data protection standards are designed to keep your information safe.

We support SSO for greater security and compliance We’re fully GDPR and CCPA compliant

As an enterprise-only solution, Guider has been built with stringent security baked in. Our data protection standards are designed to keep your information safe.

We support SSO for greater security and compliance We’re fully GDPR and CCPA compliant

Our Account Executive team will work with you to configure a Guider package that works for your business and, with this in mind, each Guider proposal is different. Broadly, though, there are a small number of variables that contribute to pricing with Guider:

Number of learners Number of programmes Required features and integrations Bespoke requirements (e.g. additional languages or proprietary integrations)
Absolutely! Guider works best in organisations with more than 1,000 employees but can work in companies with many tens, or hundreds of thousands just as easily. Guider is infinitely scalable due to its cutting-edge, lightweight systems architecture.
Guider’s Customer Success team will work with you from the moment you sign with us right the way through the launch, scaling and evaluation of your mentoring programmes. We build long-term partnerships with our clients and become an extension of their Learning & Development teams.

Your Customer Success Manager will share our live product roadmap with you, and we ship updates and new features regularly.
Book a call with one of our Learning Experts to get started. We’ll begin by building an understanding of your organisation’s Learning & Development needs, and then demonstrate how Guider can support you in meeting your goals.

Once we’ve agreed the commercial proposal, you’ll start your onboarding journey with Guider. You can see more about our onboarding and deployment process below.

About Our Approach

Whether you call it Mentoring or Peer Learning, our approach centres on the undeniable truth that human beings learn best from other humans. This concept – human-powered learning – is one that is at the heart of Guider. We prefer to use the term ‘Peer Learning’ because it encompasses the full potential of what your teams can achieve when they work together.

Whether it’s Mentoring, Coaching, Buddying, Sponsorship, or a whole host of other programmes you may like to facilitate using our platform, Guider’s expertise in helping unlock the potential in your employees will benefit the whole organisation.
The opportunities are (practically) limitless. Check out some of our use cases to see the full scope of what we achieve together.

FAQs for Mentors

The mentor-mentee matching process is a thoughtful and comprehensive method, designed to ensure that you, as a mentor, are paired with a mentee who can greatly benefit from your unique skills and experiences.
Our matching algorithm considers the information provided in your application, focusing on areas like your professional background, areas of expertise, and mentoring goals. This helps us to align your strengths with the specific needs and improvement areas of a potential mentee. This meticulous matching process aims to create a synergistic mentor-mentee relationship where both parties can learn and grow.

We strive for a match that not only addresses the mentee’s current professional challenges but also aligns with their long-term career aspirations, ensuring a fruitful and mutually beneficial mentoring experience.
As a mentor, you are expected to meet with your mentee for a minimum of 45 minutes each month over the course of the 6-month program.
These regular interactions are crucial for building a strong and effective mentoring relationship. The frequency and duration of these sessions are designed to provide enough time for meaningful discussion and guidance, while also respecting both parties’ professional commitments.
These sessions can be a mix of structured goal-setting and progress reviews, as well as more informal conversations to foster a deeper connection and understanding.
Regular contact ensures that the mentee remains on track towards their goals and allows you to provide continuous support and feedback.
The content of your mentoring sessions should be primarily driven by your mentee’s personal and professional goals, as well as their areas for improvement. It is crucial to encourage your mentee to take the initiative in leading the sessions.
This could include setting the agenda, bringing up specific challenges they are facing, or asking targeted questions.
Prior to each session, ask your mentee to send you a rough agenda. This allows you to prepare adequately and ensures that the time spent together is focused and productive.
The goal is to create a space where the mentee feels comfortable sharing and where you can offer tailored advice and insights.

Remember, your role is to guide, challenge, and support your mentee in their development journey.
Building a successful mentoring relationship can sometimes be challenging, and it’s not uncommon to experience a lack of connection initially. It’s important to remember that relationships, particularly mentoring ones, take time to develop and require patience and effort from both sides. If you’re finding it difficult to connect with your mentee, reflect on the potential causes and consider how you might adjust your approach. Ensure you’re implementing the strategies and tips provided in the mentoring handbook, such as active listening, empathy, and open communication. If, despite your best efforts, the connection isn’t forming, reach out to the Engagement team for guidance and support. They can provide additional resources or facilitate a conversation to help improve the mentoring dynamic.
The responsibility for scheduling sessions primarily lies with the mentee. This approach encourages mentees to take ownership of their development journey and demonstrates their commitment to the mentoring process. Mentees are expected to coordinate the timing of sessions, share agendas, and follow up with notes or action points. As a mentor, your role is to be responsive and accommodating to the schedules proposed by your mentee, providing flexibility where possible. This mentee-led approach helps in fostering a sense of responsibility and proactivity in the mentee, essential qualities for their professional growth.
Officially, the mentoring programme winds down at 6 months to keep the relationships focused and goal-driven. However, if you want to stay in touch with your mentee, that is down to you both to discuss and arrange.
Relationships take time to grow, and trust takes time to build. Ensure you have followed the tips in this handbook to set yourself up for a fruitful relationship. If you do not feel a connection with your mentee, focus on what you can support them with, and speak with the Engagement team.
The ideal setting for your mentoring sessions can vary based on individual circumstances and preferences. If feasible, we recommend face-to-face meetings as they can foster a more personal connection and enable more nuanced communication.
In-person interactions can be particularly effective for building rapport and understanding non-verbal cues, which are important elements of effective communication. However, we recognize that geographical or scheduling constraints might make in-person meetings challenging. In such cases, virtual meetings via platforms like MS Teams are a practical alternative.

Your mentee should coordinate and send invites for these virtual sessions. Whether meeting in person or online, the focus should be on creating a comfortable and conducive environment.

FAQs for Mentees

Your mentor will be selected based on a detailed and thoughtful matching process that takes into account the information you provide in your application. This process is designed to pair you with a mentor whose expertise and experience align closely with your developmental needs and career aspirations. Our aim is to create a mentor-mentee pairing that not only addresses your immediate goals but also supports your long-term professional growth. We consider factors such as your professional background, specific areas where you seek improvement, and your overall career objectives. This personalized matching ensures that you are paired with a mentor who can provide the most relevant and impactful guidance, tailored to your unique career journey.
As a mentee, you are encouraged to meet with your mentor for at least 45 minutes per month throughout the duration of the 6-month program. These sessions are crucial for establishing a strong and effective mentoring relationship. Regular meetings provide the opportunity for continuous learning and development, allowing you to discuss progress, set goals, and receive feedback. The frequency of these meetings ensures that you have consistent support and guidance while balancing the time commitment with your other professional and personal responsibilities. Consistent engagement with your mentor helps in maintaining momentum and focus on your developmental journey.
Your sessions with your mentor should focus on your personal and professional development goals, as well as areas where you seek improvement. To maximize the effectiveness of each session, it’s important to come prepared. Before meeting with your mentor, think about the specific topics you want to discuss, questions you have, and any challenges you’re facing. Having a clear agenda and objectives for each session helps keep the conversation focused and productive. Your mentor is there to provide guidance, insights, and feedback, so being clear about what you want to achieve from each session will help them support you more effectively. Remember, these discussions should remain professional, centering on your career aspirations and personal growth.
Building a mentoring relationship can take time, and it’s not uncommon to experience some challenges in establishing a connection. It’s important to engage actively in the process and utilize the guidance provided in the mentoring handbook. Effective communication, openness to feedback, and a willingness to engage in self-reflection are key to developing a strong mentor-mentee relationship. If you find that the connection with your mentor is not developing as expected, focus on the learning and development opportunities they provide. Additionally, do not hesitate to reach out to the Engagement team for support and advice. They can assist in facilitating a better understanding and improving the dynamics of the relationship.
As a mentee, you are responsible for scheduling the mentoring sessions. This responsibility is an important part of taking ownership of your development journey. It is essential to be proactive in arranging the timings for your sessions and ensuring that they fit into both your and your mentor’s schedules. In addition to scheduling, you should also prepare and share agendas, notes, or action points for each session. This preparation demonstrates your commitment to the mentoring process and helps to ensure that each session is focused and productive.
The ideal setting for your mentoring sessions depends on practical considerations and personal preferences. If possible, in-person meetings are encouraged as they can provide a more engaging and interactive experience. Face-to-face meetings allow for a more personal connection and can be more conducive to open and effective communication. However, if logistical challenges such as location or scheduling make in-person meetings difficult, virtual meetings via MS Teams are a practical and efficient alternative. Regardless of the format, the key is to ensure that the meetings take place in a setting that is conducive to open, honest, and focused discussion.both your and your mentor’s schedules. In addition to scheduling, you should also prepare and share agendas, notes, or action points for each session. This preparation demonstrates your commitment to the mentoring process and helps to ensure that each session is focused and productive.
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