How to Set Up an Employee Mentoring Program
- 1). Discuss the implications of an employee mentoring program with your company's upper-management team. Remain aware that time devoted to mentorship detracts from employee work schedules. Employees feel most supported when management acknowledges that mentorship programs are commitments that can affect their daily responsibilities.
- 2). Develop an application for prospective mentors and those desiring mentorship. Include information conducive to effective matches, such as career goals, background and personal interests. The more information you collect at this stage, the easier it will be to make strong connections between interested employees. Consider working with mentors to develop a profile to share with potential mentees.
- 3). Select qualified mentors from the applicant pool based on demand and leadership abilities. Define specific requirements for mentors to ensure consistent quality. The University of Missouri St. Louis, for example, requires their program mentors to complete a training seminar in addition to two years of experience, supervisor approval and no recent disciplinary infractions.
- 4). Introduce potential matches by providing mentor profiles and arranging private meetings. It's important for both individuals feel confident about the partnership. At this stage, it's also important to avoid making certain matches based on what you learn from potential mentors and mentees.. For instance, the USDA's Natural Resource Conservation Service recommended for its own program that an employee's supervisor not serve as her mentor, but rather suggests someone who is not in the chain of command.
- 5). Develop a brief training session for mentors outlining objectives of the program. Be sure to provide examples of productive mentoring relationships.Outline behavior to be avoided, such as mentoring activities that involve alcohol consumption or activities that breach employee policy.
- 6). Provide an outlet for employees to comment on the quality and productivity of mentoring relationshipa. Continually refine the application and assignment process where needed.
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