There is no denying that mentoring program is an effective tool to create a solid and high-performing workforce. To ensure successful mentorship, it requires inclination and enthusiasm from both mentor and mentees to work together side by side. The challenge however lies in the fact, that gathering two strangers and getting them on the same page is not as easy as it might seem, let alone asking them to communicate and collaborate together.
How can HR managers help build mentor-mentee relationship at work?
Everyone will undoubtedly agree that mentorship does bring significant difference to one’s career. However, it is not just the mentees who will reap the benefits of mentoring programs. When planned and executed right, mentorship can be a win-win solution for both mentor and mentees.
For a mentor, the process of assisting and training junior employees is an effective way for them to hone their leadership and interpersonal skills. By gaining feedback from the mentees, senior employees can learn and improve their performance as well. Meanwhile, working under senior employee’s guidance will help new hires to adjust themselves quicker within new work environments.
Mentorship also helps them succeed in delivering excellent performance and achieving expected goals. In order to build a functional relationship between mentor and mentees that drive impactful results, there needs to be thoughtful planning and organised procedure within organisation’s system.
Here are eight tips business leaders can practice and follow to foster productive mentor-mentee relationship:
See: How Should Business Leaders Implement Mentor Programs?
Assign capable mentor is the first step towards efficacious mentoring program. Given that mentorship is more of a voluntary program rather than an obligatory one, you should not force your employees to sign up. Make sure to involve only those individuals who demonstrate strong commitment to share knowledge and make the mentorship a high priority.
When the pair is decided, leaders should set clear roles and responsibilities for both parties within the mentorship. It is imperative for mentor and mentees to understand their own parts and commit to them responsibly.
Be clear about what you wish to achieve from the mentoring program. As a foundation of effective relationship, managers should articulate their expectations with mentor and mentees.
Set realistic and tangible expectations, that will not burden your employees with excessively impractical targets. This will help them determine what steps they should take to execute their goals and objectives.
Provide understanding to your employees that effective communication is the key to productive mentorship. Encourage both the mentor and mentees to keep communications open all time. Be it questions, suggestions, inputs, or even constructive criticisms, both parties should feel free to express their minds to each other.
Mentor and mentees should share and exchange creative ideas that can improve their mentoring relationship. Encourage them to find innovative ways that helps them connect with each other better.
Cut down any signs of negative emotions that circulate around the workplace by spreading positivity. Mentees should be aware that their mentor is merely offering feedback and inputs, rather than harsh reprimand. As for the mentor, they should recognise their mentees’ achievement and progress, while showcasing suitable appreciation accordingly.
In order to meet mutual goals, both parties should be able to build trust and reliability. At the start of a mentoring program, you should place emphasis on how they should protect each other’s privacy and confidential information. Encourage honesty and openness between mentor and mentees to avoid blunders and misunderstanding.
Encourage mentor and mentees to exchange constructive and honest feedback for each other. Leaders should be proactive in checking up with, how the mentorship is going on and evaluating the progress.
Read also: 17 Accredited Mentor Partners Appointed Under Startup SG to Groom High-Growth Startups
