If you would like to see an end-to-end mentorship program outline and how to set up a program in your workplace check-out our guide here.
In summary, the steps to setting up a workplace mentorship program are as follows: Set the strategy and operatin model, get leadership buy-in, promote the program, execute the program, and monitor the results.
Set the strategy and operating model
As discussed above, setting the strategy pertains primarily to the setting of objectives and corresponding KPIs. However, at this time it is also worthwhile setting a more clear picture of the operating model of your mentoring program. Who will be eligible as mentors? Who as mentees? How often will they meet? These questions and more define exactly how the program will operate.
Get leadership buy-in
Also discussed above, but not to be underestimated is the importance of getting leadership buy-in. This step is crucial to ensuring the success and support of your workplace mentoring program. Don’t worry too much though, in the majority of cases, leadership is extremely supportive of the idea of mentorship, especially when it is well planned out. As such, it is your responsibility to ensure you come to your leadership with a concrete plan and compelling narrative to sell mentoring. If you do this, you’re likely in the clear and can move to the next step quickly.
Promote the mentoring program
With the program planned and supported by leadership, it is now time to build excitement for your mentoring program. Even before you’re ready to launch, you can start generating interest through company communications. Even better is if you have leaders and role-models in the organization speaking about the program in a positive way. Depending on the shape of your organization, you may also need to put thought into ensuring your promotion recruits the right proportion of mentors and mentees.
Execute the program
Operating the program itself is fairly straightforward from knowing what you have to do. First, you must register mentors and mentees by collecting critical information to pair them and guide their relationships. Second, you must pair mentors and mentees with the aim of globally maximizing the effectiveness of all the relationships you create. Third, you need to ensure that mentors and mentees meet at the right frequency and have the right guidance to make the most out of their sessions. Last, you should ensure that there is a feedback loop for mentors and mentees to ensure that all relationships are going well so that you can intervene when they are not going well.
Monitor the results
With the program up and running, you now need to monitor the KPIs that you set out for your mentorship program. If things are going well, that’s great! If not, don’t fret, dig deeper into the results and feedback you’re getting to understand why. Make sure you take time to celebrate and communicate the wins. The successes will help you justify the program and ensure it continues to get the support it deserves.
While the steps to creating a successful mentoring program are straightforward that is not to say that it is easy work. A lot of the aforementioned steps require a lot of effort and time if done manually. The good news is that mentoring software can make all of these tasks extremely easy for the administrative and more effective for the program participants. If you haven’t already, see how Together’s mentoring software can make it simple to deploy a best-practice mentoring program in your workplace.