Who are the best online career mentors

Six steps to successful mentoring in companies

In the battle for the best young talent, companies have to motivate and encourage their own employees in an ever more targeted manner and come up with something to retain them in the long term. At the same time, they have to attract digital talent who drive the digital transformation process. You can read here why mentoring in companies is a suitable instrument for this and how it works.

Let's be honest: Who will make it to the top of the company all by themselves today? Success has several fathers, such as mentors. Mentoring programs are becoming more and more popular and differ from classic coaching. Not only the individual employee, but especially companies benefit when they promote internal mentoring programs. Driven by advancing digitization and demographic change, companies must create a work environment that takes all generations of employees into account. With Generation Z, there are five different generations on the job market for the first time. All of them bring different strengths, skills, knowledge and experience to the table. And they all have individual requirements, needs and wishes for their job, workplace and managers. The consequence:

  • Companies need their own employees fit for the challenges of increasing digitization do
  • Organizations need to do that Knowledge of the older generation of employees, like the baby boomer, back up before they retire
  • Businesses need to be attractive employer Motivate, encourage and retain your own employees in the long term
  • Organizations need to be in Fight for the best talent to attract new talentto be successful in the long term
  • However, because many young talents do not want to work in analog companies, you first have to understand what makes Generation Y and Z tick. Read here what requests the younger generation of employees make of employers and managers
  • Companies need the Bundling the strengths of the different generations of employees and use them optimally to ensure their long-term success

Every company is only as good as its employees. Hence a functioning personnel development now indispensable in companies. This is where mentoring ties in.


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What does mentoring mean in companies? And what is it for?

Mentoring as a personnel development tool is an effective method for the Exchange of knowledge and experience between employees It helps to advance and develop one's own career and to sustainably improve employee motivation. No matter whether young learns from old or vice versa: All generations of employees benefit from mentoring. Young talents in particular want to start their careers Role models, orientation, inspiration and regular feedback as well as exchange with bosses and colleagues. Much more so than the generations before them. On the other hand, today's young talents will lead our company in the future.

Mentoring is based on mutual trust, respect and understanding. Experienced employees (mentors) pass on their knowledge and experience to less experienced employees (mentees). A mentor assumes several roles and tasks: He is Role model, advisor, coach, critic and sponsor. It has the task of accompanying, supporting and promoting the mentee's career in a future-oriented manner. As a door opener, he also supports his protégé in achieving individual career goals or building a functioning network.

What are the advantages of mentoring programs in companies?

Mentoring has a number of advantages for the company. This includes:

Knowledge transfer between the generations

Mentoring is based on the principle of knowledge transfer. Through the targeted exchange of knowledge and experience between the generations, the expertise remains anchored in the company.

Targeted talent promotion

By passing on knowledge and experience to the mentee, a mentor trains the lack of know-how and skills internally. This helps to prepare trainees, juniors or team leads specifically for the demands of the workplace.

Personality development through feedback culture

Does the self-image of one's own performance match that of the boss? And what do your colleagues think? Regardless of whether at the company or individual level: Open feedback is becoming more and more important within agile structures. Mentoring programs promote an open feedback culture and ideally encourage regular exchange between mentor and mentee. In this way, mentees learn to express and accept constructive feedback. You will also learn how to react flexibly to the ever-changing demands of a changing world of work that digital change brings with it. In particular, feedback motivates employees to perform better.


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Mentoring as an important HR tool

Thanks to the targeted partnership between mentor and mentee, the training of new employees can be shortened or delegated to entire teams. After all, a new talent works like advanced training for experienced employees. Mentoring promotes new ways of thinking and working. The mentor also receives new food for thought and recognizes new paths. Because the higher a manager rises, the more lonely it becomes. Or companies save costs for further education and training if the employees support each other across generations. Not to be forgotten is the fact that an in-house mentoring program is associated with less effort than external training or coaching.

Mentoring is used for long-term employee loyalty

Young talents not only expect good training opportunities from their employer. Rather, they expressly welcome it when an experienced mentor passes on personal and specialist knowledge to them and thus promotes their career development in a targeted manner.

Mentoring develops leadership skills

Even the most experienced manager benefits from mentoring. Regular exchange, feedback and new skills are extremely important, especially when responsibility in the company continues to grow. However, the mentor does not have to be in his own company: Mark Zuckerberg, for example, had Steve Jobs at his side as a mentor, despite the enormous success of Facebook.

How can mentoring be implemented in companies?

In the following we present you the 6 most important steps for successful mentoring in companies.

Step 1: Merging mentor and mentee

In order to check whether mentoring makes sense and whether the chemistry between mentor and mentee is right, both parties need to get to know each other. Both must be aware that mentoring is designed for a longer period of time. In the search for an optimal mentor, the HR department often provides support and works with the mentee to establish a basis of trust. For larger companies, the partner search is also suitable via so-called speed dating.

Step 2: Define and define framework conditions

After the mentor and mentee have got to know and appreciate each other, they must jointly define framework conditions. This includes the goals, the period, the locations, the meeting points and the communication channels, the individual expectations of the mentor and mentee and the limits of the mentoring program.

Step 3: select topics and tie them down

Depending on the industry, position, career level and employee relationship among each other, mentoring topics vary. Companies that have already successfully implemented mentoring programs address the following questions in particular during this phase of the discussion:

  • What are currently the most important issues and problems in the workplace?
  • What is the relationship like with your boss and colleagues?
  • How do you work more efficiently?
  • How do you deal with new technologies?
  • How can mentees achieve their individual goals; z. B. Promotion, salary increase or acquisition of new skills
  • How can mentor and mentee build a helpful network? And how can the mentor help you get to know the right contacts?
  • What intrinsically drives the mentee to be more motivated and satisfied to deliver successful performance?

Step 4: Do the mentoring work

Once the framework conditions and mentoring topics have been defined, the actual mentoring can begin. This takes up most of the space during the partnership. The mentor does not need any coaching expertise or other skills. His qualification consists primarily of his professional experience. But not only: trust, communication and professional interaction between mentor and mentee are decisive for success. Added to this are empathy, diplomatic skills and understanding. In addition, the mentor must be capable of criticism and have a positive and open attitude towards (often) inexperienced employees.

Step 5: Evaluate, evaluate and optimize the mentoring

The mentor and mentee should jointly evaluate and evaluate the success of the mentoring after the pre-determined time has elapsed. For example, at a final meeting that comprehensively addresses the mentoring goals and the actual partnership. Often the presence of an objective person, such as B. from the HR department or a manager. Finally, the tandem partners should derive measures and suggestions for the future of the mentee and use their input to optimize the mentoring program.

Step 6: keep in touch

Even after the mentoring program has officially ended, the mentor and mentee should continue to support each other and stay in contact in the future. Maybe even with reversed roles.

 

Conclusion

Anyone who creates a digital corporate culture inspires talented young professionals. However, those who provide traditional hierarchies run the risk of the best young employees waving their hand off tiredly. They have long since ceased to have to rely on a given way of working. So if companies want to win the battle for the best talent, they have to create a work environment that adapts to the expectations of Generation Y and Z. Companies must not lose sight of the wishes of the established generations. In-house mentoring programs effectively exploit the potential of the various generations of employees. This gives organizations a head start in preparing their employees specifically for their needs and equipping these people with the knowledge and skills. The following applies to everyone involved: Good mentoring pays off. Employees and executives use it to specifically master the challenges of demographic change. Simultaneously motivate your employees, ensure greater job satisfaction and long-term employee loyalty.


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