23.11.2018

Making mentoring a success

By Katy Tanner, UK Director for Leadership Mentoring at Robert Half Facilities Management Jobs

Mentoring in the workplace has moved on from the days of it being used purely as an onboarding tool for new hires. Offering people ways to work happy is vital in the war for talent and mentoring is now a key part of employee engagement and retention.

According to the Robert Half 2019 Salary Guide, skills development is a crucial component of job satisfaction; more than three in four (76%) employers said their staff wanted to leave if they were unable to provide them with training and development.

However, mentoring programmes must be built upon a solid foundation and adapted to suit different stages of development the employees are in. Traditionally, employers have been keen to pair off less-experienced employees with their more tenured colleagues, so they can tap into the wealth of knowledge that they offer.

However, it's also true that more senior employees can learn from the newest generation to enter the workforce, particularly when it comes to making the best use of technology and hearing new ways of adding value to the business. As a result, companies are increasingly introducing reverse mentoring programmes, where Millennial colleagues sharing their experiences and insights with highly experienced professionals.

It's a fascinating strategy, especially as the workplace of the future is set to rely more heavily on the use of technology. By expressing a desire to draw on this expertise, company leaders are showing they are receptive and willing to adopt innovative ideas and a different perspective.

With National Mentoring Day on the horizon, here are our top tips for achieving success with both millennials and their baby boomer and Gen X counterparts.

1. Work out what you want to achieve: is it an exchange of knowledge in a specific area that's your main focus, or do you want to concentrate on boosting wider skills that can apply across the whole business? By having a tangible goal in mind, you can measure the success of the programme. It strengthens the case for pressing ahead with mentoring and creating a business where everybody can learn from someone else, no matter what level they are.

2. Identify a strong match: some employers make the mistake of having new hires shadow veteran employees in the hope that key information will be naturally transferred. However, this approach does not qualify as a mentoring relationship — particularly if the mentor and mentee are a poor match. Successful partnerships are those where the participants have similar interests and personalities, as well as complementary goals.

3. Create a less hierarchical structure and a fresh point of view: a key benefit of reverse mentoring is the fact it bridges the gap between different generations. This in turn establishes a more open and less hierarchical environment, where young people feel happy and confident in expressing their views to more senior colleagues. It also gives them insights into the challenges they may face further up the corporate ladder. Conversely, senior managers will engage with new starters that they would otherwise never meet or engage with on a day-to-day basis. A far more even and open culture will be fostered, and employees will feel more valued as a result.

4. Mix up the routine: think about ways to move beyond conversations and identify opportunities for mentees to engage in hands-on learning. For example, millennial mentees could shadow their mentors for a day. Or, they could observe senior-level meetings to understand what goes into executive decision-making. Assigning projects to mentees that will help them to stretch their abilities and develop their business acumen and strategic thinking is also good practice. Just make sure they already have the core skills (and the time) to take on any special assignments.

5. Don’t be judgemental: in any mentoring relationship there is always a danger of making incorrect assumptions about people skills and abilities. You may find yourself pleasantly surprised at the knowledge they can provide and what you have in common.

Even though their work styles, preferences and expectations may differ, baby boomer, Gen X and millennial professionals generally seek the same things: to have satisfying careers and to be allowed to work to their full potential. Mentoring can play a crucial part in this.

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