Fulfil Your Duty As A Mentor And Unlock Your New Employee’s Potential

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Fulfil Your Duty As A Mentor And Unlock Your New Employee’s Potential

Training your employees is essential to running a business. But rather than sending them a few videos and messages here and there, new hires can benefit much better from mentorship programs.

Also, it will save your business time and money in the long run. There are so many benefits to mentorship programs; it blows my mind that not every business is doing this.

Putting new hires through a mentorship program shows that you want to invest in their development and career. You're proving to your new hires that they're worth your time and money, ultimately making them feel wanted and respected from the get-go. Your company culture will improve, and your relationships as a team will blossom.

So, apart from that, why else do people buy into this mentorship program anyway?

Better retention.

We all love our jobs when we first begin; with intense enthusiasm and the eagerness to impress, we're all essentially on our best behaviour. But as the curtain of motivation drops, it's hard for every employee to see how they actually fit into a company anymore.

Communicating with them from day one and investing in their growth will make your employees want to stick around. As you learn your employee's strengths, you can cater to them with training and tailored learning, so each employee will gain more confidence and become much happier in the workplace.

Putting your employees through a mentorship program isn't a bush-tucker trial designed for our benefit. No, it's intended for theirs. Your employees should be excited to learn something new from their mentors and thrive in an environment that builds solid relationships. Even between the fresh-faced junior and the eighty-year-old employee who says, “I’ve been working here since before you were born, sport."

There will be a sense of purpose.

There's nothing worse than working without a purpose. Without a clear goal in sight or an understanding of how your position affects the business, you’ll be working blind without a care for the mess you create in the process.

A mentorship program highlighting people's strengths will set clear goals for them, ensuring your business runs smoothly.

Understanding the vision of the company and the ins and outs of their role will give them a purpose, providing them with motivation, clarity, and recognition. Showing their role's importance through proper mentorship will only lead to great things, such as increased productivity and excellent company culture.

I mean, who doesn’t like to feel like they’re making a difference?

Greater satisfaction for your new hires.

As we previously mentioned, the 'honeymoon phase' of starting a job can quickly fizzle out when the new hire gets put in a box and forgotten about. Their worth and talent are kept at bay. They're unable to try new things, their tasks are monotonous, and their passion is dying.

When this happens, it's widespread for the agency to blame the new hire. When really, it's not their fault they've been disillusioned. A mentorship program keeps the spark alive, reminding the new hire that their talents are noticed, that they are being invested in and that there is hope for progression.

Mentorship will inspire your new hires. It's a constant reminder that this business is worth working for and that your new hire is worth putting the time and energy into.

They will likely get bored if you just set them up on a desk and leave them to it.

Think about that before you decide that your new hire is "not working as hard as you'd hoped anymore."

It also benefits your managers.

Yep, it takes two to tango!

Isn't there some saying that the best way to learn is to teach? If there's not, there is now. Your managers will get a better working experience by mentoring new employees.

They can take someone under their wing and direct their enthusiasm and passion down the right path. Your managers might even find new talents they hadn't noticed before. It's a chance for them to develop further, set goals, and directly help the business improve.

Everyone benefits. Literally.

So, how do you choose your mentors?

Start by looking at your close circle, aka, the other managers. Your top-performing employees should be mentors; even if they have a lot of work to do, they will be the best people for the job. Also, look at who's planning to be there for a long time, shows constant enthusiasm, and delivers top-quality work every time.

Once you have your mentors, you have to decide on your process. Will you decide on the topic in meetings or leave it up to your mentor? Make sure the mentor sets clear goals and has monthly 1:1s to discuss issues, progress, and setbacks.

Monthly check-ins will give your employees an objective, purpose and direction.

Final Words

So, good luck, and think about what we've discussed today. Onboard your new hires this way, and you're far more likely to see your employees stick around for the long haul, and your seasoned employees skyrocket their growth like never before.

P.s. Having a mentorship program is like setting up a trap to catch your prey; only the secret slackers will fall into it, and the ones who dodged the web are the ones you want to keep around; the challenge beasts, the go-getters and the aggressive achievers.

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