In an ideal scenario, we would all hope new hires would be surrounded by coworkers to teach and guide them through the facets of their new work environment. That isn’t always the case. This isn’t because your team doesn’t care, but rather because such scaffolding isn’t a natural occurrence. Having a structured peer mentorship program in place can be a great benefit to attracting and retaining new hires as well as giving more seasoned employees greater purpose beyond their basic job description.
According to Forbes magazine, 84% of U.S. Fortune 500 companies have mentoring programs. While you may already offer traditional mentoring with a new employee, which involves someone in a senior position helping another in a junior position. Peer-to-peer mentoring can be more ideal as the employees have similar levels and tasks.
Having a mentorship program in place when interviewing new hires is a bonus because it already shows future employees how the company values new and current hires. The desire for everyone to be on the same page as well as encouraging one another in their professional growth gives a new hire an expectation that his role will be valued and ensures that he will receive the proper guidance for his success in the company.
A peer mentor role involves someone with industry experience but within the same level in the company. He is to be a model and a guide vs. a manager who oversees. The mentee can have little to no experience and may be a new hire or have only worked in the company/department a short time. The relationship should be one where the mentee can share successes and failures with the mentor while receiving constructive feedback. This is where trust, accountability, and confidentiality come into play.
Mentors get the opportunity to gain more expertise in their field. While he may be guiding his mentee, he will also be learning new things alongside him, strengthening his techniques and skills. Mentors develop leadership and become a further asset to the company.
Mentees have the opportunity to learn new skills and be gently guided to improve their understanding. He has the ability to set goals and have proper guidance to work towards and achieve them. Having a mentor helps the new hire not feel so overwhelmed when starting a new position. It gives them someone to go to directly to answer questions and clarify aspects of the position.
When implementing a mentor program in the company, consider the following:
- Communicate the expectations of the program.
Everyone should be informed of the intentions behind a peer mentoring program. Define the roles of mentors and mentees. Be specific as to why you feel this would benefit the company as a whole.
- Carefully consider mentors.
First, look for potential mentors who have already begun to take steps toward leadership, even if it is in small ways. Does he take the lead among his peers by being encouraging and supportive? Is he enthusiastic about the work before him and persistent in getting the job done accurately? He should demonstrate respect in the relationships around him, in the workplace as well as outside. Is communication a strength when discussing jobs with the team or asking questions regarding a task? Does he have a sense of empathy when working with his peers so he can be aware of concerns or challenges the mentee may have? Finally, is the potential mentor willing to invest extra time into a peer mentor relationship? He should be aware of the time and effort needed.
- Seek out potential mentees.
While some mentees may come from new hires, there may be those already working in the company for a short time who would benefit from the mentor/mentee relationship. Those interested in learning new skills or strengthening current ones may be encouraged by having a mentor guiding the process. Have interested people sign up and discuss one-on-one why they may be interested in being in the program.
- Create the pairs.
Look for matches with similar backgrounds, education, or learning styles. They may be able to give you input on particular skills they are looking to acquire or people who they best work with. One mentor’s approach may not mesh well with a certain mentee’s personality or learning style. For new hires, have a list of mentors ready so one can be assigned upon hiring.
- Be prepared for accountability.
The person designated to head up the peer mentoring program must have ongoing accountability with the mentors. The relationships should make a positive impact on the participants and the company as a whole. Are goals being achieved? Check in regularly and get their feedback to see how to fine-tune the program on an ongoing basis.
Peer mentorship programs can create deeper bonds with the company and benefit everyone in the process. Skills are strengthened, accountability is developed, and employees are valued as a whole. While ensuring one another’s success, the company’s overall success will skyrocket.
