A formal mentoring program may be employed to develop worker skills, leadership characteristics, and also a commitment to the integrity of the organization. Laying the ethical foundations of an organisation via a mentor-mentee relationship proves an essential resource for new employees. It helps to navigate the way of working for a new organization and the guidelines and structures in place to do so. Mentors, also known as trusted business advisors, play an important role as role models to guide workers in the early stages of their careers and create future leaders who can become mentors at a subsequent stage in their professions.
A solid mentoring program is significant today because workforce demographics have changed dramatically in the last several decades. In addition, technology has automated conventional employee functions and continues to influence on-the-job performance, changing the way people see themselves inside the corporate structure.
It is suggested that an organization develops a business mentoring program and not relies on managers to perform that role. While many managers demonstrate mentoring behaviour on an informal basis, it is very different from having a structured training program. Managers focus on achieving the aims of the business whereas a mentor-mentoree relationship concentrates on developing the mentoree professionally and personally.
A few reasons on how a successful training program rewards a company are: improving strategic company initiatives, increasing retention, reducing turnover prices, improving productivity, elevating knowledge move from just getting information and to keeping the technical expertise and wisdom gained from long-term workers, improving professional development, linking employees with invaluable knowledge and information to other workers in need of such advice and, supporting the creation of a multicultural workforce by developing relationships among diverse employees.
A successful business mentoring program will also run through all to do with ethics. This includes ethical guidelines or policies the organisation will be held accountable for. The most essential step in encouraging ethical conduct is transparency. If the public can monitor a business’ behavior and if the organisation needs to make data available about its own operations, then it is the interest of the organisation to avoid unethical behaviour. However, businesses have legitimate reasons to keep some things secret although the duty of proving this relies on them.
A business mentoring program benefits workers in several ways including: profits from the mentor’s experience; receiving critical opinions in key places, like communications, interpersonal relationships, technical abilities, change leadership and management skills; developing a much better focus on what is needed to grow professionally within the business; learning specific skills and knowledge which are relevant to private aims; gaining knowledge concerning the company’s culture and unspoken rules that could be crucial for achievement, as a result, adapting more quickly to the organization’s culture.
The characteristics desirable in high quality advisors are as follows:
Credibility. A high level of credibility in the organization. People must feel comfortable going to the mentor in talking about issues and confidential matters in a non-technical manner. Not only must the mentor be trustworthy and well-respected, but they must be perceived as trusted and well respected by those in the organisation.
Common sense. The mentor needs wisdom gained by years of leadership and experience informed by the ethical principles of their organization to provide a base to exercise decent decision on sensitive issues and to resolve them appropriately. Mentors will need to think first and act afterward to better understand the issues and develop a rapport with the mentoree that builds on a relationship of trust.
Business mentoring programs come in various shapes and sizes based on their goals. However, having them in place reduces the likelihood of unethical behaviour for both new and incoming employees to those already working for an organisation.