• Many organizations have introduced mentoring programs without clearly defining and communicating the purpose and goals around having a program; they simply jumped on the mentoring bandwagon.
• As a result, these programs have little impact. They don’t add value for mentors, mentees, or the organization.
• It can be difficult to design a program that is well-suited to your organization, will be adopted by employees, and will drive the results you are looking for.
• In particular, it is difficult to successfully match mentors and mentees so both derive maximum value from the endeavor.

Our Advice

Critical Insight

• As workforce composition shifts, there is a need for mentoring programs to move beyond the traditional senior–junior format option; organizational culture and goals will dictate the best approach.
• An organization’s mentoring program doesn’t need to be restricted to one format; individual preferences and goals should also factor in. Be open to choosing format on a case-by-case basis.
• Be sure to gain upper management buy-in and support early to ensure mentoring becomes a valued part of your organization.
• Ensure that goal setting, communication, ongoing support for participants, and evaluation all play a role in your mentoring program.

Impact and Result

• Mentoring can have a significant positive impact on mentor, mentee, and organization.
• Mentees gain guidance and advice on their career path and skill development. Mentors often experience re-engagement with their job and the satisfaction of helping another person.
• Mentoring participants benefit from obtaining different perspectives of both the business and work-related problems. Participation in a mentoring program has been linked to greater access to promotions, pay raises, and increased job satisfaction.
• Mentoring can have a number of positive outcomes for the organization, including breaking down silos, transferring institutional knowledge, accelerating leadership skills, fostering open communication and dialogue, and resolving conflict.