How to Match People in an Employee Mentor Program
Increase employee engagement using these steps for mentor matching
Garrett Mintz
, Thu 23 January 2020
Most companies are interested in increasing the engagement level of their employees, improving retention, and growing the productivity levels and likelihood of collaboration of their teams and implementing mentor programs is garnering popularity as a catalyst for these outcomes.
The next steps is to think about how to best match participants in this mentor program together. This is a commonly overlooked aspect to mentor programs but has a critical impact on the success of the program.
Without a proven system for matching people together for mentorship, your mentor program is not likely to succeed.
Why is the match so important?
Mentorship is a relationship-based activity between two people. If the two people matched in a mentor relationship are not compatible, forcing the relationship to work is going to create resentment among both parties.
This would be like being put into an arranged marriage by your parents with somebody you hate but as opposed to having parents (who will always be your parents and you can’t get rid of) who put you together, you have your company…which you can leave…creating the opposite effect of what a mentor program was meant to accomplish.
Common Pitfalls
1. Matching people based on years of experience
2. Matching people based on status in the company
3. Matching people based on area of expertise
These are great secondary factors for matching people together for mentorship, but if they are the sole basis for matching people, our research has indicated that these relationships have an 18% likelihood of lasting 6 months and being considered both productive and quality by both participants.
Why?
None of these factors consider who the individual is. Mentorship is a relationship-based activity. One’s years of experience, status in the company, or area of expertise say nothing about who an individual is. All it says is what they have accomplished.
If your mentor program matching methodology in only about what somebody has accomplished, your only incentive to both participants is the transactional outcome of achieving that experience, gaining that status, or learning that skill and once that outcome has happened the relationship is over…or if the outcome doesn’t happen within the expected time frame of both participants the relationship fizzle’s out because the participants didn’t get what they were looking for.
Work Orientation is critical to matching people for successful mentor relationships.
Work Orientation is how you view your work. Some people view their work as a job, while some view their work as a career, while others view their work as a calling. Work Orientation is fluid, meaning it can change throughout your life. There is also not a right or wrong Work Orientation.
When Work Orientation is aligned for matching people together for a mentoring relationship, the likelihood that the relationship lasts for 6 months and is considered both productive and quality goes from 18% to 72%.
The point: what motivates people at work has a huge impact on the advice they give in a workplace mentor program and the insight they want to learn.
If you are interested in learning your Work Orientation, go to https://ambition-in-motion.com/ and complete the 1-minute Work Orientation Assessment and your report will be sent to you.
