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."
Complete your profile to continue reading and get FREE access to BenefitsPRO, part of your ALM digital membership.
Your access to unlimited BenefitsPRO content isn’t changing.
Once you are an ALM digital member, you’ll receive:
- Breaking benefits news and analysis, on-site and via our newsletters and custom alerts
- Educational webcasts, white papers, and ebooks from industry thought leaders
- Critical converage of the property casualty insurance and financial advisory markets on our other ALM sites, PropertyCasualty360 and ThinkAdvisor
Already have an account? Sign In Now
© 2024 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.
