Many companies have formal, hierarchical mentoring programs nested somewhere in their HR department. But evidence shows that these programs alone won’t sufficiently engage or develop junior talent.
If you’re interested in mentoring, think about becoming a “mentor of the moment,” by seeking development opportunities in daily interactions.
- Check in regularly with junior colleagues. See how things are going and offer support or resources as appropriate.
- Ask questions about their development such as: “In a perfect world, what would you be doing in 10 years? How can I help make it happen?”
- When you observe a junior employee in action, make time to provide reinforcing feedback about what you found most successful and what you learned.
This type of mentoring, while informal, often pays off big for organizations in terms of better retention and more loyalty and commitment among employees.
Real Mentorship Starts with Company Culture, Not Formal Programs
Harvard Business Review
