Cultivate mentors within your company and outside of it. How to get mentored? A proactive way to get a mentor is to begin the process in a more unofficial way. Kennedy suggests you ask for a brief meeting or coffee, nothing fancy. Some of the best mentoring relationships my clients have shared with me are the relationships that meet once a month and the mentee brings questions and an agenda.
The mentee needs to be proactive and discuss their needs. Kennedy suggests an assessment six months or a year down the road. Start to think now about specific ways you want a mentor to help you and list people who might be of help. You can have more than one mentor at a time, too. Ask other women about their mentoring experiences, as well. And if your company has a mentoring program, find out how one gets chosen to participate. If you simply need to vent, talk to a friend or family member.
They may be able to see your problems from a different perspective, and help you widen your own so that you come up with better solutions. That might simply be about improving your profile. Hopefully you have a clearer picture of how mentoring could help you get more out of your career and move it forward. If you decide that to give it a go, here are three things to bear in mind when choosing the right person.
This is number one for a reason: consider it the foundation of a good mentoring relationship. A mentor should be someone whose advice and talent you respect. One of the advantages of having a mentor at a new job is that they can help you adapt to the office culture more quickly. Employees who are involved in a mentorship program are more aware of workplace routines, policies, and expectations than those who do not participate.
This is important for building inclusive workplaces. Most mentees are looking for someone to help them advance their career prospects. Through advice and guidance, the mentor can help the employee develop their full potential or entrepreneurial mindset in the workplace. A workplace mentoring program is a great way for new hires to expand their network. For many new hires, it can take months to get to know key co-workers.
Through a mentoring program, a mentee can gain access to important career contacts sooner. This is especially true in remote work environments. Most mentoring programs require the mentee to consider their future direction or goals they hope to accomplish through the process. By asking younger workers to consider how they can grow through the experience, a mentoring program gives them more control over the direction of their careers. This includes receiving higher compensation and more promotions, as well as higher career satisfaction.
The mentor can impart wisdom developed on the job over time, information and workplace expectations or policies that will help the mentee succeed in the long run. For those who have just found a mentor, we've put together a very comprehensive handbook on how to be a great mentee. Mentorship is important because it provides employees with the opportunity to develop and become more competent in their roles as well as prepare for growth opportunities in the future.
Providing these opportunities is key for organisations that want to attract, retain and engage their talent. Organisations that want to attract talent should build teams and organise projects that promote the social links that employees want. Providing mentoring systems to these employees to facilitate coaching will give them rewards of growth and professional development while giving them a sense of belonging and responsibility towards their role.
Organisations that provide professionally supportive work environments can expect to attract talent and experience greater levels of retention with those they attract.
Mentoring less experienced employees promotes their skill development and social ties with the organisation in a way more meaningful than job training. Rather than learning new skills and being evaluated on them, employees want to grow more holistically by building relationships with mentors.
When reporting on their success , the program administrators at Randstad shared that:. The ROI of mentoring is clear both for attracting top talent and employee retention.
To learn more about the return on investment organisations experience see our report, Measuring the ROI on Retention at Randstad. Employee engagement is critical to attaining company goals and success. They are the employees that drive the business forward and encourage others to do the same.
There are 5 areas that mentorship helps with employee engagement :. Mentorship enhances employee engagement because it gives high performers personal and professional development. It satisfies their desire for career progression and the development of their knowledge and skillsets.
For example, First Horizon , a bank in Tennessee has run several mentoring programs with Together with notable high potential mentoring programs that prepared exemplary employees for leadership positions. By hand-selecting their top performers to be mentored by leaders they gave them visibility for promotions. Mentorship is the antidote for disengagement. To re-engage employees encourage them to meet regularly with a mentor who will provide them with feedback and act as a sounding board for them to discuss their goals and challenges to overcome to reach them.
Several studies show that diverse workforces are connected to higher revenue. You want to become a workplace leader, or you're finally leading your own team. Now what? These fail-safe tips will help ensure success in a leadership role. Make a Connection. Make a Difference. Bear Down. Benefits for the Mentor Find new professional fulfillment. Benefits for the Mentee Receive personal guidance. Learn More. Career Wisdom 5 Ways to Be a Strong and Inspiring Leader You want to become a workplace leader, or you're finally leading your own team.
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