How Mentoring Can Drive Employee Engagement
A fully engaged workforce is one that is much more likely to succeed at growing levels of effectiveness and productiveness. Learning how best to engage with your employees is vital to any successful business, showing your staff members that you care about them and are by their side to help them achieve their personal goals. If an individual understands that there is a clear pathway for progression within your organisation, and that you are willing to provide them with the tools to reach their final destination, they will be engaged, switched on and ready to learn and progress.
One way in which you can drive employee engagement is through the creation and implementation of a mentoring programme.
Mentoring is a fantastic way to engage with your employees as it provides practical advice for the workplace, technical advice between experienced practitioners and young or new employees and helps to steer employees in the direction that you want them to go. Mentoring provides benefits on both sides, with employees able to understand that there is a channel of communication and training open to them on a regular basis, allowing for feedback and improvement aimed at long-term progression. As the owner of a company or a leader within an organisation, a mentoring programme can provide a stable framework that keeps employees engaged, happy and helps you to succession plan at all levels of management throughout an organisation and to train well within the guidelines of brand integrity and consistency.
There is also the benefits to be found by those becoming a mentor. It can seem a little daunting at first, as it is a commitment on top of your existing schedule. In many cases over the years mentors have felt obliged to undertake a mentoring role for the sake of their own careers. This is not the best approach, and a company is much more likely to succeed in building a stable mentoring programme that includes managers and leaders that want to give something back and achieve personal gratification and enrichment through teaching and listening.
Ensure you have a solid mechanism for mentor matching. This could make all the difference in the progression of an individual. A relationship can be built between two people that get on well on a personal level for sure, but there has to be a reason for the mentoring, in terms of either technical training or lending an ear to resolve issues within the day-to-day working operations.
Mentoring provides the chance for honest feedback from both employees and managements. This can help to improve working processes and mechanisms, as well as provide an individual with the constructive criticism that can make a huge difference to performance levels and to raise standards across the board.
As you can see, a mentoring programme, when created and implemented with clear focus and intention, can go a long way to helping a business thrive. It is a crucial way to drive employee engagement and ensure there are clear pathways for communication, improvement and progression.