No matter what your organization’s current goals are, developing a structured mentoring program is a powerful way to improve employee performance and bring your company closer to its objectives. Successful mentoring programs drive greater employee satisfaction, stronger retention rates and increased diversity. They’re also instrumental in helping management groom high-potential employees at all levels, whether they’re new hires straight from undergrad or they’re mid-level professionals. While relationships between mentors and mentees sometimes develop organically, organizations will reap the greatest benefits from creating structured mentoring programs. Based on the expertise of UNC Kenan-Flagler Business School, use the following steps to build a mentoring program that’s designed to support the success of your employees as well as your entire organization. Determine Objectives Every organization has a different set of needs and your mentoring program should focus on your company’s specific objectives. List your goals for the mentoring program using specific, measurable, attainable, realistic and timely (SMART) as a guide. Keep these objectives top of mind while planning, implementing and improving your program. Create a Structure Once you’re clear on your objectives, design a mentoring structure that supports each of your goals. Consider the following questions: How long will the mentoring program last? (One year should be the maximum). Which employees will be involved? What metrics will you use to measure success? This is also the time to decide whether you’ll use one-on-one mentoring, e-mentoring, group mentoring, peer mentoring, reverse mentoring (in which a younger mentor provides a fresh perspective for an older mentee)—or a combination of these approaches.
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