According to a 2022 study by MentorcliQ, 83% of employees who took part in mentoring programmes indicated that it had a good impact on their choice to stay with the company, and 88% of participants said that they were more productive. This explains why a structured mentorship programme is offered by 84% of Fortune 500 organizations.
However, mentoring programmes can be challenging to establish, particularly when businesses lack the necessary technology or lack the technical expertise to use it. Businesses may launch and manage mentoring programmes more efficiently with the use of mentoring software. These pointers will help you use it in a mentoring programme.
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Use the Mentor Matching Capabilities
Utilizing personality characteristics, career stage, and other criteria, mentoring tools pair mentors and mentees. In order to assess mentee and mentor profiles and generate match scores, many software solutions, like Together Mentoring Software and mentorcliQ, use artificial intelligence (AI) algorithms. This allows mentees to select from a variety of potential mentors.
If administrators using Together have additional criteria on which they want to base matches, they can also incorporate custom fields.
Although suggested matches aren’t the only option for pairing mentorship programme participants, these matching options raise the chance that a mentoring connection will be fruitful. Additionally, when a tool handles matching for the mentorship programme administrator, that person has more time to devote to the program’s most important features.
Track Objectives And Results
When mentorship pairs get together, they ought to keep track of their SMART (Specific, Measurable, Achievable, Relevant, and Time-Bound) goals using a platform. A new manager might decide to establish the following objective, for instance: “By the end of the quarter, I want to study and apply three time-management practices for my employees.” By setting SMART objectives, mentors may make sure that their matches and the programme as a whole are beneficial to the mentees.
For instance, the PLD Mentoring Platform has spaces where participants can enter their goals, any activities they need to complete to achieve them, and notes. Mentors and mentees should update the objective progress on a frequent basis, marking off tasks as accomplished or extending the due date for those requiring additional time.
If the mentee isn’t making progress, it could be time to switch mentors or rethink their objectives.
Communicate With Participants Frequently
Administrators of mentoring programmes should follow up with participants on a frequent basis to make sure that their pairings are still successful. It’s possible that a mentee will be reluctant to inform their mentor if something is wrong or not going well.
Instant chat features on platforms like Pushfar give mentors and mentees a secure, trackable way to communicate. With the help of Chronus’ feedback site, administrators can design participant questionnaires and have one-on-one conversations with mentors and mentees.
Regularly Produce And Review Reports
Reports are a fantastic tool to evaluate a mentoring program’s effectiveness. The majority of mentoring platforms offer customizable reports that monitor metrics like:
- Goal Progress Of Participation
- Evaluations From Participants’ Surveys
- Rates Of Retention
- Rate Of Promotions
These reports offer in-depth analysis of the program’s performance and inform administrators of any potential areas for improvement.
In addition to having customizable dashboards, many mentoring tools like Qooper also offer real-time statistics at a glance for administrators. They might choose the most crucial measurements for their programme and omit unimportant data.
Mentorship Makes Employees Feel Valued
A wonderful approach to demonstrate to staff members your interest in their potential, personal development, and future with the business is through mentoring programmes. And a huge factor in keeping talent is feeling valued. In fact, 79% of workers who leave their jobs cite feeling underappreciated as a major motivator. Employees will look for a new firm if they feel their current one doesn’t value them.