The importance of mentors in the workplace: A Q&A with Tina Mirfarsi

Employees are expecting more from their employers, whether that’s through DE&I programs, better benefits, or flexible working hours. However, employees are also asking their employers to help when it comes to skills development and mentorship programs. These kind of programs can lead to higher employee retention rates.

So says Tina Mirfarsi, vice president of Communications and Culture for Carparts.com, a one stop shop for all of your vehicle repair and maintenance needs

What is the importance of having mentors in the workplace?

Mentors in the workplace provide a foundation of support and encouragement for employees to do their best and succeed. They are seen as role models and trusted advisors to employees, supporting them in their development of either technical or soft skills, helping them navigate obstacles, and being a soundboard for new ideas. Mentorship programs are also beneficial for the whole company. They create stronger working relationships, improve workplace culture, and create a greater sense of inclusion. This all leads to higher retention rates as employees are more engaged and committed to their growth at the company.

How have your mentors helped you in your career?

I’ve been fortunate enough to have wonderful mentors throughout my career. Whether it was when I was considering a new role or simply providing encouragement and reassurance, their support and guidance helped me make decisions with more confidence.

While I watched them throughout their careers, I’ve taken notes, both literally and figuratively, on things they’ve done that I’d love to implement in my own work and others who have shown me how a different route might be best. There is so much to be learned just by simply observing.

I also know the mentor conversation can be uncomfortable and sometimes unnerving, especially at the start of your career. You don’t want to burden the executive and it makes you think, will they want to do this? Does this mentorship make sense?

Don’t let doubt get in the way and sign up for the available programs! Asking questions and putting yourself out there is all part of the learning experience. The worst that can happen is they say they don’t have capacity at the moment — and that’s okay!

I’ve enjoyed being both a mentee and mentor in my life. Getting the opportunity to impart all I’ve learned throughout my career and watch someone grow is a privilege. But it’s also been a privilege to learn from my colleagues. Because of that, I will always remain a student.

How do mentorship programs for career development impact employees and employers?

Mentorship programs have immense value and are an important aspect of career progression for employees. Oftentimes, an employee’s development is not solely based on their performance; they also need guidance from people within the organization who can offer the right career advancement tools. Mentors typically have more years of experience under their belt, which means they also have a wider professional network. Mentors can make introductions for mentees and connect them with individuals in other parts of the business or more senior executives who might not regularly interact with the employee. This will help employees gain a broader perspective, understand different areas of the business, develop leadership skills, and build their confidence.

Mentorship programs are particularly impactful for professionals who are just starting out in their careers. For instance, entry-level employees will be able to receive valuable feedback on their communication style and effectiveness, as well as gain a better understanding of their professional strengths and weaknesses, which can be targeted in their developmental efforts. Entry-level employees are the future of businesses, so investing in their growth will pay long-term dividends for any company.

As for employers, providing programs that focus on the development of their employees will increasingly boost their employee engagement and create a stronger workforce that is dedicated to their work and has interest in building and maintaining employer-employee relationships. According to a LinkedIn WorkForce Learning Report, 94% of people would stay with their current employer longer if the organization prioritized their learning and career development. Mentorship programs are an excellent way to help provide these opportunities to team members. Employees will see that their success and development is valued at the company and in turn, increase employee retention.

What initiatives should a company put in place in order to create mentorship programs?

A mentorship program will not be successful unless there is willingness from both the mentee and the mentor to participate. With that said, employers should put out an anonymous survey to see how a mentorship program would be perceived and to get a sense of how effective it might be. Employers then need to define goals of what they want the program to achieve (e.g., skill development, employee performance, workplace appeal to new recruits, etc.) and communicate how the program will work (e.g., the duration of the program, who can be a mentor, if it’s a one-to-one format or group setting, etc.).

In order to facilitate an enriching experience, employers need to be mindful of who they are pairing each person up with and why. One effective way to match mentors with mentees is by having employees fill out a survey or conduct an interview. Allowing participants to have a say in the process will create a higher level of engagement in the program.

In a hybrid world, how do you continue to mentor people?

At CarParts.com, we have a strong focus on women empowerment and building our female leaders up in the workplace. As part of this initiative, we’ve introduced an Open Door Mentorship Program, in which our senior female executives have committed to having an open door policy for anyone looking for counsel and guidance. Any employee – regardless of their level or department – can request to have virtual or in-person “coffee breaks” with female executives to ask questions, find commonality, and seek mentorship.

We also encourage reverse mentoring, which is the method of building professional relationships between a senior and junior employee for the purpose of planning and exchanging ideas and skills. This not only furthers relationships within the company, but also encourages collaboration, diversity, and inclusiveness. Participating in our mentorship program has given me the chance to connect with team members in departments very different from my own. I’ve enjoyed not only getting to know these team members, but also helping them navigate their careers and achieve their goals.