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Developing Mentoring Programs

Employees can also develop skills and increase their knowledge about the company and its customers by interacting with a more experienced organization member. Mentoring and coaching are two types of interpersonal relationships that are used to develop employees. A mentor is an experienced, productive senior employee who helps develop a less experienced employee (the protégé). Because of the lack of potential mentors and recognizing that employees can benefit from relationships with peers and colleagues, some companies have initiated and supported group and peer mentoring. In group or peer mentoring programs, a successful senior employee is paired with a group of four to six less experienced protégés. One potential advantage of peer mentoring is that protégés are encouraged to learn from each other, as well as from a more experienced senior employee. Mentoring programs have many important purposes, including socializing new employees, developing managers, and providing opportunities for women and minorities to share experiences, and gain the exposure and skills needed to move into management positions. Mentoring relationships provide opportunities for mentors to develop their interpersonal skills and increase their feelings of self-esteem and worth to the organization. For individuals in technical fields such as engineering or health services, the protégé may help them gain knowledge about important new scientific developments in their field (and therefore prevent them from becoming technically obsolete). Reverse mentoring refers to mentoring in which younger employees mentor more senior employees. Mentoring programs can also help encourage women and minorities who tend to be underrepresented in leadership positions to develop management skills and move into management positions.