Finding a mentor with the help of a mentoring platform, according to millennials, is one of the most important aspects of choosing and sticking with a job. According to Deloitte, millennials who want to stay with their company for around five years are more likely to have a mentor (68%), than not having a mentor (32%).
As more businesses incorporate mentorship programs into their work practices, they place a special emphasis on mentoring millennials. This trend has a lot of benefits for both mentees and mentors in the organisation. Continue reading to learn why your company should prioritise employee mentoring with the help of a mentoring platform and how it will improve your working environment.
Younger workers are more confident in their abilities.
Having someone to guide can change a newcomer’s life. A mentor may introduce new ideas to a new hire with little experience. Furthermore, at a critical juncture in the mentee’s career, he or she can provide wise counsel and mentor from a mentoring platform for the mentee’s professional advancement. Most importantly, a mentor can raise a new employee’s profile throughout the company.
A company’s growth occurs.
When a company invests in mentoring, it is investing in the development of its most talented new employees, including millennials. Mentorship from a mentoring platform keeps the best and most experienced performers from becoming bored with their mundane routines while also encouraging the acceptance of less experienced employees. Instead, mentoring aims to keep these higher-ups interested, which will motivate them to continue producing high-quality work for the company.
Matching a worker with a mentor fosters a positive, cooperative culture within the organisation, improving overall staff morale and productivity. Regardless of your point of view, mentoring is the most effective way to improve a company’s internal communications and overall group performance.
Mentors are happy.
There are additional benefits for mentors from a mentoring platform who are on the receiving end of the mentoring relationship. Those who mentor a mentee will benefit from a leadership opportunity and will be recognised as a leader in their field. Working with a mentee also inspires mentors to take on new perspectives. As a result of an interaction between both the tried and true and the new, long-term employees have the opportunity to reconsider their established habits.
A New Era in Mentoring
Be aware that mentoring does not look the same as it did in the past before you start pairing up senior executives in your company with eager entry-level employees. Have millennials ever traditionally approached a problem?
As young adults continue to change the workplace, co-mentoring, also known as reverse mentoring, micro mentoring, and group mentoring, has emerged.
Mentoring in reverse
Reverse mentorship is a program in which younger employees train older executives on topics such as technology, social media, and current trends. You read that correctly. Executives are guided by young adults.
This tendency has two benefits. The younger participant feels more connected and invested because they are contributing to the advancement of their company at the highest level, whereas executives can stay on top of trends that are most relevant to the elusive millennial.
Pollak defines micro mentoring as “smaller, more casual mentoring possibilities.” With the ability to contact someone on Twitter or LinkedIn who has more knowledge or competence in a specific field, social media expands the possibilities for micro mentoring.
Micro mentoring has grown in popularity as a result of having all of one’s connections at one’s fingertips and the more relaxed and informal temperament of millennials.
Assessing the outcomes of your program
Mentoring programs of the mentoring platform provide a lot of intangible value. Mentors offer employers advice and guidance that changes their perspective or way of thinking. They benefit greatly from these changes in their daily work, but quantifying them in a report is difficult.
Nonetheless, there is much one can do to evaluate and document the effectiveness of your program.
In your mentoring program, you can keep track of the following items:
Sign-ups – The number of registrations indicates the popularity of your organisation’s mentorship program.
Mentor and mentee objectives Encourage your groups to develop a mentorship contract that outlines their goals. After the session, you can ask them a series of questions to see if they were successful in meeting these goals.
Together’s mentoring software, which is used by both mentors and mentees, encourages feedback from sessions. Such details can open up new perspectives on the show. It is also a tool that can be used to demonstrate the effectiveness of the program to executives.
Business outcomes – You may need to demonstrate to company leadership how a strong mentoring program with a mentoring platform contributes to the organisation’s development or success.
A person may choose to use one or more of the various types of mentoring from a mentoring platform. Even though everyone has strengths and weaknesses, understanding that there is no one-size-fits-all mentoring method can allow young professionals to focus on personal development.
The growth of the classic mentor model benefits all generations and industries. Businesses should look for ways to capitalise on the numerous opportunities for individual growth at all levels.