For the most successful mentoring program, an employer should implement a formal process, which ensures accountability, says Jason Carney, director of human resources at WorkSmart Systems Inc., a professional employer organization in Indianapolis.
As part of a formal arrangement, the mentoring program should have buy-in from senior leadership and be designed and administered from a central location, Carney says. While relationships differ, goals should be specifically outlined and consistent among participants. Carney recommends that one of these sources checks in on the mentoring relationship at least a few times a year.
"Informal mentor programs have the tendency to go off the rails," Carney says. "Anytime you're dealing with relationship issues, which is exactly what a mentor program is, you have a real potential for some disaster. You need someone checking up on the program and making sure it's handled consistently."
Recommended For You
Mentees are generally entry-level employees and job learners who are new to a different role, Carney says. In some cases, mentor programs can help those with performance deficiencies, as well. Perhaps these employees have positive traits but do not necessarily have the proper skills for a particular role. A mentor can help that employee develop a career path that is more suitable. Essentially, offering a mentoring program is an extension of performance management.
"A mentoring program is a good way to have a more private discussion with someone who isn't your manager and good way to plan a career strategy that's not based so much on your performance in a particular role," Carney says. "You can talk about all those things that aren't necessarily in the manager-employee relationship."
Employees who face generational or gender gaps in the work force can also benefit from mentoring programs, Carney says. For instance, if there is a strong female employee in a male-dominated organization, it could be helpful to match her with a female mentor, which can help that employee navigate through some of those gender gaps.
Ultimately, implementing a formal mentoring program can help with retention and employee engagement, Carney says. For many employees, it is helpful to have someone besides management and HR to discuss those ancillary issues, such as handling duress or how to act appropriately in certain situations. This is especially helpful for younger mentees and those new to the organization because it gives them a better feel of whether this company is the right match.
© 2025 ALM Global, LLC, All Rights Reserved. Request academic re-use from www.copyright.com. All other uses, submit a request to [email protected]. For more information visit Asset & Logo Licensing.
