• Having a mentoring program helps mentors, mentees, and companies.
• It is best if people volunteer, but duties can be assigned if necessary.

Assigning a mentor for new employees is a good way to ensure that they have someone they can approach with questions and problems. If the company conducts a mentoring program for new employees, employers should use orientation to explain the program’s:

• Goals,
• Procedures, and
• Benefits.
  • Employers should introduce new employees to their mentors as soon as the process allows.

Establishing a mentor pool

To have a mentoring program, a company must first have mentors. It’s best to have several to choose from, both for scheduling purposes and to prevent burnout. To begin establishing a mentor pool, employers should look for the right types of people, such as:

• Employees who can fulfill the role required because of time and willingness, and
• Employees with good characteristics, such as:
  • Good temperament and personality,
  • Thorough understanding of company policies and goals,
  • Positive on-the-job attitude,
  • Peer and subordinate respect, and
  • High quality of job performance.

It may work best if each mentor is assigned to only one new employee, as it can be a time-consuming process.

Train the mentor

While employees chosen to be mentors may understand the company functions, procedures, and culture, they may not know how to approach the mentoring task. A large part of this is organization, but other things that may not be apparent are:

• What to do first,
• What not to do,
• How much is too much, and
• How to make new employees feel comfortable.

It’s a good idea to develop a formal training program for mentors, teaching them how to:

• Describe goals and objectives of the mentorship;
• Explain written materials new employees may need or ask for;
• Clarify jargon or technical language, company or industry-specific, new employees may not understand;
• Describe the workplace to new employees;
• Help new employees feel comfortable;
• Recognize problems the new employee may have; and
• Discuss practical ways to perform the job better.

Mentor checklist

As part of the mentor training, employers should give mentors a checklist containing the critical items they should cover with new employees. The checklist might include:

• Introductions;
• Describe the workplace;
• Tour the new employee’s department;
• Give employees a “who works on what” list;
• Show break rooms, cafeterias, meeting rooms, etc.;
• Discuss time-off procedures;
• Discuss safety procedures (where to get personal protective equipment, etc.).

Assigning mentors

Mentoring is a win-win situation because:

• New employees benefit from having someone to turn to whose job it is to answer questions, and
• Mentors benefit from developing leadership skills.

Successful mentoring programs are a win-win-win proposition because:

• The company wins by mentoring strengthening workforce competencies, thereby helping the company achieve its objectives,
• Mentees win by receiving advice and counsel that helps put them on a fast track or helps them overcome obstacles in their career development, and
• Mentors win by having the opportunity to share their knowledge and leave a legacy.

It’s best to have a volunteer do the mentoring, but it’s okay to designate someone if nobody volunteers. Employers should choose an employee who:

• Knows the ropes,
• Will guide the employee well,
• Follows the rules,
• Doesn’t cut corners,
• Prioritizes safety, and
• Will teach the new employee to do things the right way (the first time).