How to get the most out of your Mentoring Programs

Mentoring programs are set up and continue to function in auto-mode for years before being reexamined. Mentoring programs in companies need to be revisited from time to time to ensure that they are effective and are keeping up with changing times.

Here are some ways that program managers can get the most out of existing mentoring programs. With a few additional steps, a mentoring program can be elevated to offer a better experience to all participants.

Training the mentor and mentee

For mentoring programs to be successful it is essential to train mentors and mentees before they begin their journey. Conducting separate training sessions for mentors and mentees will equip them with knowledge and tools to maximize their mentoring program experience. During the training, mentors learn more about their role and understand the dynamics of mentorship. Concepts of active listening, conflict resolution, confidentiality and cultural sensitivity should be revisited from a mentoring context during the training of mentors. Training for mentees should be focused on building a proactive mindset, taking initiative, how to receive feedback, time management and more. This can empower mentees to actively engage and contribute to fostering a more meaningful and mutually beneficial mentoring relationship.

Use a mentoring software solution

An advanced and intuitive mentoring software like Teleskope Talent Peak can simplify the task of program management while elevating user experience for participants. Mentoring software solutions have in-built automated algorithms to match mentors and mentees based on skills, goals and preferences which leads to more compatible pairings. On integration with HRIS and ERG platforms, ERG-rich data can be accessed for mapping. For organizations with large mentoring programs, software provides a scalable solution to manage a growing number of mentoring relationships. A mentoring software also provides a centralized platform for participants to connect, schedule meetings and share resources in an organized manner.

Prioritize program feedback

Make collecting feedback a priority. Introduce feedback questionnaires after every touchpoint. Provide an option for anonymous surveys to encourage mentors and mentees to be transparent and forthcoming. Gather information about the duration of the program, the frequency of meetings between mentors and mentees, the program structure, the matching algorithm and more. By framing the right questions for feedback surveys, program managers can glean insights that can help redesign and rework the overall program. It is also important to have a plan of action to incorporate and implement the feedback collected through surveys. Else the entire exercise would have no impact. Building an agile program that can be tweaked from time to time is key to having a successful mentoring program.

Promote participant experience after the mentoring program

Mentoring programs have a number of active participants (mentors and mentees) year after year. They gain a lot from the program - mentors develop their leadership skills while mentees get expert guidance and networking opportunities. However, they do not get an opportunity to share their journey with other employees. Instead mentors and mentees should become ambassadors for the mentoring experience. Program managers should amplify participant success stories through various communication channels so that more employees participate and benefit from the program. Videos, voice recordings, newsletters and testimonials of participants should be added to the recruitment and onboarding process to encourage new employees to enroll into the mentoring program.

A proactive and engaged approach to keeping mentoring programs fresh and relevant can transform them into impactful initiatives that attract a large number of participants.