Harnessing the potential, proper guidance, and mentoring can make the newbie become an asset to the company. It is through the internal mentoring program that the internal workflow and processes are being transmitted to the newbie In order for him or her to adapt to the culture and system of the company.
Recognizing the benefit of mentoring is having a quality employee, some of the companies have adopted a well-structured mentoring program rather than the traditional mentoring, which is being done informally. It is now being seen as an essential part of the company’s way of cultivating and retaining employee that has potentials and will become an asset to the company.
There could be zillion reasons that we can think of as to the benefit of having structured mentoring in the company but let just zoom in to the top five reasons.
Five Top Reasons
Continuous On-The-Job Training
Despite how brilliant the person is, a newbie cannot immediately grasp the internal rules and policies of the company. Especially some “unwritten culture” of the workplace but with the structured mentoring, you will be assured that the new employee will not be lost along the way for a knowledgeable colleague will properly guide him or her.
There will be a close mentor-mentee relationship wherein the mentor will effectively transmit to the “newbie” the internal workings of the company and eventually be able to adapt the working flow. The knowledge gained through the brief “on-the-job training” will equip the employee with the necessary skill that will propel their career growth.
Such career growth will not be possible if the newbie will be left alone to learn for himself or herself. There are things, concepts, and best practices of the company that should be transmitted through the mentoring process.
Passing On The “Culture Of Excellence”
Building and transmitting the “culture of excellence” of the company can be effectively done by having a structured mentoring program wherein the top performer of your company who had been a by-product of the “mentoring program” can become a mentor, the “newbie.” The top performer’s knowledge can be effectively transmitted to the “newbie,” thereby creating new talent and asset for the company.
When the “mentor” who is the top performer of your company guides or teaches the “mentee,” he or she is actually transmitting his knowledge, experience, and the best practices of the company that has already been ingrained to the system of the mentor. In this way, you will be assured that the “culture of quality” of the company is being passed on.
It will just like creating a cycle wherein the learned practices will be continuously shared and passed on through the mentoring program. The continuous transmission of knowledge, skills, expertise and best practices will be an assurance that you will be having different waves of employees that are having the potential and skills.
Learning through teaching
The mentoring program will not only be beneficial to the “mentee,” but it seems that it will also redound to the benefit of the “mentor” for the continuous engagement of the mentor in the mentoring program he or she is in the constant learning process.
When the mentor had been teaching and passing on a particular topic, the mentor will eventually gain more knowledge and expertise in that area. It is thereby making the mentoring program a harnessing tool for both the mentor and the mentee. Both of them will become more productive than are properly guided by the company’s internal policies and procedures.
The mentoring program will become the avenue for the mentor and the mentee to both improve themselves. The mentor will not be stuck and be kept stagnant for his or her mentoring gives him or her to grow in his or her field.
Employee Interaction and Engagement
A mentoring program is an effective tool for making a new employee be absorbed to the system of the company by letting him or her have the opportunity for interpersonal interaction with his colleagues. Such interpersonal interaction is necessary to make the newbie feel that he or she is part of the company.
Having an established interaction will create a certain “bond” among the employees, which is necessary to create a stronger working relationship n the company. Such a strong working relationship will give a sense of being “part” or being “belong” to the group. It will make the work easier and smoother once the employee felt that he or she is already part of the company.
It will remove certain barriers among the employees and the feeling of awkwardness, thereby creating more chances for the employee to maximize their potential while working with their colleagues.
The sense of “teamwork” is necessary in order to attain the goal of productivity, and such teamwork can only be built once there is a strong emotional bond among the employees.
Corporate, industrial, agricultural, technological, or any other field of industry thrives by having good leaders. Leaders are crucial in the business operations of the industry, for it may spell the difference between successes from failures.
Having the mentoring program will open an avenue for the top performer to step out and assume the role of “leadership.” It is a way of harnessing the potential of the top performer employee into becoming a leader. It is an unconscious way of redirecting the career path of the top performer from being a mere rank and file to having a key position in the company. Everything must not be done abruptly, and the mentoring program will just be another phase for the career development of both the mentee and the mentor.
The top five reasons for having a structured mentoring program are just but a tip of an iceberg on the real benefits your company can derive from it. Mentoring program is transforming the potential asset of the company into becoming more productive employees. It is now being seen as a wise investment to bring out the maximum potential of the employees.