Many organizations are constantly searching for bright individuals to fill positions. And once these qualified candidates are brought in, apparently a larger percentage of the businesses fail to implement one important component – mentoring.
There are two types of mentoring for a new hire in the workplace. One is a formal mentoring where peer’s responsibility is to help explain thoroughly the duties of a job and to accommodate social mentoring to the new employee to adjust and learn the ropes.
The other formal program can also include mentoring programs designed to assist employees to fast track themselves to leadership positions while focusing on long term career development.
The second type of informal mentoring is often facilitated by forming groups. For instance, networking groups or smaller programs function as well as informal situation.
Either method of formal or informal mentoring is to help employee retention and satisfaction. Furthermore, it is important to make the program cross-cultural. This means establishing policies and procedures or offering incentives if it’s an informal mentoring group, to include people from all walks of life.
In addition, it is important to create quantifiable goals, to measure these goals, and to assess the success or failure. And finally, make it know the success of the programs, and then it is likely that more employees will participate.