Build an Employee Mentoring Program
Support employees’ career and personal development with a customized mentoring program.
- Different groups of employees have different mentoring needs, making a universal approach to mentoring ineffective.
- Traditional mentoring in the workplace can be a resource intensive process, and often there are more employees looking to be mentored than mentors available.
Need Extra Help?
Speak With An Analyst.
- Get on-demand project support
- Get advice, coaching, and insight at key project milestones
- Go through a Guided Implementation to help you get through your project
Our Advice
Critical Insight
- All too often employee mentoring programs are inaccurately implemented as a solution to a problem. It is important to remember that an employee mentoring program is simply another learning method that must be applied and customized to the audience at the appropriate time to be impactful.
Impact and Result
- Prior to establishing an employee mentoring program, take the time to ensure that a mentoring program is the right learning method.
- Identify high-priority employee segments, and create a custom mentoring program plan tailored to their needs.
- Create the appropriate resources and training to ensure that mentors and mentees are set up for success.
- Evaluate and continuously improve the mentoring program to ensure it drives impact in the organization.
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Need Extra Help?
Speak With An Analyst
Get the help you need in this 3-phase advisory process. You'll receive 9 touchpoints with our researchers, all included in your membership.
Guided Implementation 1: Frame the mentoring program
- Call 1: Discuss how to evaluate if mentoring is the right learning method.
- Call 2: Review how to evaluate organizational and employee needs.
- Call 3: Devise mentoring goals.
Guided Implementation 2: Design the mentoring program
- Call 1: Discuss how to identify and prioritize employee segments.
- Call 2: Review employee segments and four key decisions to create a mentoring program.
Guided Implementation 3: Implement the mentoring program
- Call 1: Discuss mentor/mentee selection and matching.
- Call 2: Evaluate approach to communicate and review mentoring training resources.
- Call 3: Discuss process to disintegrate dysfunctional mentoring relationships.
- Call 4: Review implementation and communication plan.
Contributors
- Doug Lawrence, Founder and President, TalentC
- Doug Rozon, Director of Marketing, The Sun Products Canada Corporation
- Ellen Ensher, Ph.D., Professor of Management, Loyola Marymount University
- Harjot Arora, Manager, Customer Segment Strategy, BMO
- Jaime Kirkland, Training Specialist, Elevations Credit Union
- Jenny Reid, Human Resources Advisor, LEAGUE Financial Partners
- Kathy Kram, Shipley Professor in Management, Boston University School of Management
- Margo Murray, President and Chief Operation Officer, MMHA
- Maxine Sesula, HR Manager, Cutting Edge
- Terri Scandura, Professor of Management, University of Miami
Flow State: A Gateway to Engagement, Performance, and Productivity
Design an Impactful Employee Development Program
Develop a Comprehensive Onboarding Plan
Implement Curated Learning
Build an Employee Mentoring Program
Implement a Job Rotation Program
Neuroscience and HR
Foster Effective Feedback in the Workplace
Train Managers to Build Effective Mentoring Relationships