Why Mentoring Programs are a corporate assetarticle
It cannot be emphasized enough that employees are the biggest asset of any organization in any industry. With almost all industries facing an ever-increasing competitive landscape, the need for sourcing and retaining diverse talent is becoming more pronounced. To remain ahead of the curve, companies must make a concerted effort and devise programs not only to find and hire top talent but also to make them want to stay. Only then they will be able to mentor, nurture and retain the best and brightest minds in the industry.
However, to ensure business sustenance and growth, mentorship programs must be in place to encourage mutually beneficial growth. Training and constant learning under able leadership at the workplace help employees stay in tune with changing times and be ready for challenges in the future.
Mentoring Programs provide a range of benefits for both organizations and their employees, including increased productivity, improved employee loyalty, and the development of leadership skills. Furthermore, Mentoring Programs encourage engagement, build interpersonal connections, and help to foster a strong company culture. Studies show that employees value Mentoring Programs more highly than pay increases when considering reasons to remain in an organization.
Considering that, the nuances of these mentorship programs must be strategized in a win-win manner to optimize outcomes. Right from carefully electing the mentor-mentee partnership to reach desired goals to framing long-term goals for parallel growth; Mentoring Programs are serious business for both. In most organizations, HR is usually at the helm of all such programs, but the mentor-mentee too should integrate their teaching-learning investments to overcome the skills gap.
It is important to recognize the mutual advantages of such programs. Companies that have established mentorship programs benefit in a variety of ways. Not only do companies like that experience a sizeable reduction in turnover, but they also see an improvement in job performance and an increased commitment to the company’s culture.
An outline structure at the outset is a good way to start the journey but a successful mentoring program requires continuous momentum. Frequent communication is vital, and mentors and mentees should meet at least once in two weeks in progression to ensure that there is appropriate engagement. Aiming at arranging mentoring programs that span across a year helps mentees get a good understanding of the industry and promote growth. However, what’s critical to the success of such a program is the synergy between the mentor and mentee. It goes without saying that good vibes and similar interests form the basis of sustainable mentorship program.
The closing of skills gap may be vital for competitive advantage but setting personal goals for mentees like the actionable outcome in their career path, might further mentoring goals. Effective mentoring should go beyond the obvious benefits. Additionally, they should be based on ‘meritocracy’ without discrimination so we see as many individuals as possible benefit from guidance, support, and advice on their career trajectory.
The key benefit that mentorship offers is the opportunity for mutually beneficial growth and building interconnectivity. While a good mentor can bring in new perspectives on roles in the organization and be instrumental in adding value to professional goals; deserving mentees can help achieve the organization’s larger business goals.
You can strengthen your corporate culture by supporting future leaders and help establish a culture of learning where mentors become better leaders and mentees, better team players.
How can MEPRA assist?
Let’s face it, offering mentorship might be a real challenge for smaller agencies where each person might already feel like they are starved for time to get through their long of list tasks on a daily basis.
What if you do not have the bandwidth to implement a mentorship program? Or maybe you do not have junior team members that require mentorship? Well, if you are a member of MEPRA, then you have a ready resource for both mentors and mentees.
MEPRA’s Mentoring Programme is a 12-month initiative that pairs seasoned communication experts with early-career communication practitioners in the Middle East. This program aims to assist communication professionals in advancing their careers by providing Mentees with access to an experienced professional who can offer a fresh perspective, novel ideas, and act as a sounding board for professional growth. The topics of discussion may range from industry concerns and career progression to recommendations for upskilling and any other subjects mutually agreed upon by the mentor and the mentee at the outset of the program.
The Mentor-Mentee partnership is not restricted by location and can be held virtually, ensuring that MEPRA Members located anywhere in the Middle East can participate in the program.
If you want to know more about the benefits of being a member of MEPRA go to: https://www.mepra.org/benefits/.
By Hilmarie Hutchison, CEO, Matrix Public Relations