It can be tough keeping good workers. The best solution?
Create more of them – with a robust mentoring program.
It’s a good way to harvest the experience of veteran staffers and bring young talent up to speed quickly.
Here’s the lowdown on three common methods with pros and cons laid out:
1. Traditional mentoring
This is the most straightforward process. You begin by asking respected supervisors and experienced employees, “Who wants to be a mentor?”
Pros: This model helps give mentees an idea of how your company operates and what’s expected of them. Mentors get some hands-on management experience and a bigger stake in your firm’s success.
Cons: Some departments have a hard time finding enough veteran staffers to mentor new blood. Mentors need enough time to get their own work done too.
2. Reciprocal mentoring
In this system, participants mentor one staffer while learning from a different employee.
Pros: Everyone’s talents are utilized. Younger staffers may mentor veterans on new technologies or processes, while learning the ropes from another experienced staffer. This helps communication and networking.
Cons: Like traditional mentoring, it can be time-consuming and create a strain on certain departments.
3. Peer-to-peer mentoring
Peer-to-peer is like reciprocal mentoring, except both staffers mentor each other.
Pros: It’s less formal and creates a personal bond between two employees, because the mentoring is more friendly and goal-oriented.
Cons: The veteran staffer must feel like he or she can learn something from the newbie.
