A mentor is someone who collaborates with a new employee during their first three months of employment. They offer advice and guidance to help encourage and promote the professional development of a new employee. The mentor knows the ins and outs and can be an effective source of advice and encouragement. New employees in the workplace face the challenge of acclimating to a new role, new responsibilities, a new team and a new culture.
It's intimidating to enter an environment where it seems like everyone knows what they're doing, except for you. Mentors provide a base of support to develop your professional skills and confidence. They can channel their previous experience and failures to provide you with solid advice and guidance in your first few weeks on the job. Mentoring programs for new employees can help employees feel part of the team right from the start.
With a mentor, new employees are part of a system of friends that helps them to orient themselves in the company's culture. Mentors help them understand how they fit into the team. This can be especially important for remote or hybrid workplaces. This is why many of the global companies included in the Fortune 500 list have mentoring programs as part of their onboarding process.
Share a full list of networking activities between teams and employee resource groups with mentors so that they can share it with new employees and learn about their interests. There are many benefits of peer mentoring in the workplace, but building links with co-workers is very impactful when teams are working remotely. Mentors are vital to building the trust of new co-workers who struggle with various levels of intimidation. Give mentors suggested ways to connect, such as examples of welcome emails, coffee talks (virtually or in person), fun facts about the team, presentations to co-workers, in-person visits via Zoom, etc.
It also describes the expectations of mentoring, such as who will ask the questions and what they expect to learn. In an employee mentoring program, onboarding mentors can provide new employees with clarity about roles and other vital indicators, helping new employees understand the company's expectations of them and to be self-sufficient. You'll be able to create reports that accurately reflect the success and effectiveness of your onboarding mentoring program. During this time, mentors may want to share other challenges they experienced when they started working so that the new employee feels comfortable discussing those issues.
Including peer-to-peer mentoring programs in the onboarding process can help accelerate a strong connection between new employees and the organization, even more so when the connection can be a challenge for remote employees. The result of one of these surveys indicates that employees who stay after the fourth year were initially exposed to mentors and mentoring programs from the company during or outside the company. Consider expanding your employee development efforts to include mentoring programs designed to help new employees transition to a remote work environment, help high-potential employees rise to leadership positions, or improve communication and growth between departments. Through trial and error, you'll finally get the best possible mentoring program for your new employees.
Mentors and mentors must be at the same level within the organization, in the same or similar positions.