Creating a Mentoring Program for Career DevelopmentSeptember 13, 2017
If you are thinking of launching a mentoring program, you already know that there are great benefits for your organization and specifically your employees. We have seen many companies design a mentoring program that enables career development to assist with employee retention and engagement, leadership development, and growing the succession pipeline. Here are some of the elements that should be considered before implementing a mentoring program that focuses on career development.
- Decide on your participants. This type of program should include all employees. A career development program tends to be much larger program than one that is more exclusive, such as leadership development.
- Match by Career Level. We recommend that mentees be matched with a mentor that is at least one career level higher. This allows the mentee to discuss the mentor’s career path and ways that the mentee can achieve the higher career level.
- Include Core Competencies. If you have defined core competencies within your organization that distinguish you from your competition, include these in your matching questionnaire. Make sure there is a description for each competency so that every employee will have a full understanding.
- Define how a mentor can assist with Career Development. Mentors may be able to help a mentee in different ways to assist with career develop. These include growing the mentees network, challenges with their role, creating a career path, and creating long term career goals. We recommend including these in your matching questionnaire.
- Include a tool to create career goals. When career goals are defined and documented, employees tend to have a better success rate in progressing their career. Creating SMART goals with the mentor allows the relationship to stay focused.
- Access Learning Management System. Make it easy to tie career goals and actions to a learning management system (LMS). Integrating a LMS allows some tasks to be done online, making it much easier for the mentee to conduct specific actions.
- Survey Questions – Be sure to tailor your survey questions to find out how the mentor is aiding the mentee’s career development. Include questions about the mentee’s current role as well as how the mentor is assisting them in developing a clear career path.
- Long Term Reporting – Eventually you will need to run reports to determine if an employee changed roles within 2 to 3 years of participating in the mentoring program. Joining these data points together will allow you to see the affect that your mentoring program has on growing careers within your organization.
Insala has assisted many organizations in launching a mentoring program to enable career development. With over 30 years of consulting services experience and Hi Impact Mentoring Software, Insala provides the tools necessary to manage mentoring programs much more effectively. To learn more on how we can assist you, click here.