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Now, almost every large company is implementing a mentoring or buddy system, where experienced employees help newcomers adapt during the initial stage of work. This practice brings significant benefits, but the question arises: how to motivate employees to take on such an important responsibility? Experts from leading companies shared their recommendations at the conference "Mentoring. Trends for 2023." They emphasize the importance of creating a supportive culture where every employee understands the value of mentoring and its impact on the overall success of the team. In addition, it is worth considering the implementation of incentive programs for mentors, which can become an additional incentive for participation in the training process of new employees.
At the conference, participants presented seven ideas that will be useful for both those new to mentoring and those already experienced in this practice. These recommendations will help improve the mentoring process and make it more effective.
Management Skills Training
Several speakers noted that career advancement is an important motivator for mentors, buddies, and mentors. However, Asya Arakelyan, Head of Training at Hansa, cautions: the opportunity to join the talent pool and receive a promotion is only an effective motivator if employees understand that the company doesn't have multi-year expectations for advancement. "It's great if, after being included in the talent pool, an employee can count on a promotion within 3-6 months," she added. This is most often possible in large companies, where vacancies open regularly, creating opportunities for career growth and development.
Maria Mirova, Director of the Adaptation, Mentoring, and Coaching Center at Sber, supported this initiative. At Sber, the buddy role is presented as a unique opportunity to prepare for future management positions and develop professional skills. This practice promotes not only individual employee growth but also the formation of an effective team, which is essential for the company's success.
Expanding Responsibility and Influence
A similar strategy involves engaging employees in mentoring roles, presenting this position as an expansion of their responsibility and influence. Yana Kizner, Lead Business Trainer at KazanExpress Corporate University, notes that this approach can be a powerful source of daily motivation. Participation in mentoring not only promotes the development of employees' personal skills but also creates a positive team atmosphere, which ultimately impacts the company's productivity and success.
Yana cited the example of her company's experience, where mentors have the right to vote in making decisions about including employees in the talent pool. Mentors can share information about their mentees' skills, warn them about potential risks associated with future leaders, and provide feedback. This not only makes mentors feel valued but also highlights the significance of their contribution to the company's development.
Visible Gratitude
Maria Mirova believes that the best reward for a mentor is the mentee's success and gratitude. At Sber, after completing the onboarding process, newcomers are asked to express gratitude to their buddy. This can be done both verbally and through positive feedback. This approach not only strengthens the bond between mentor and mentee but also helps create a supportive atmosphere within the company. Recognizing a mentor's achievements and efforts plays a vital role in fostering a corporate culture that values the contribution and development of each employee.
Human gratitude is an important cultural tradition that is complex to develop and is closely linked to the concept of "us" or "them" in the cultural code. This gratitude serves as a powerful incentive to transfer knowledge and experience to new community members. Maria notes that it is this desire to share information and support others that helps create strong bonds and develop a culture of mutual assistance.
According to Yana Kizner, KazanExpress also adheres to a similar tradition. Feedback from interns and expressions of gratitude are important "fuel" for mentors, promoting their motivation and development.
It is important to thank not only colleagues and mentees, but the entire company as a whole. At VkusVill, managers are encouraged to regularly recognize the achievements and merits of employee mentors. Every year, a special conference is organized for them, according to Irina Ronzhina, Head of HR. No expense is spared on this event: "It's a favorite for many, including the training department, because we approach the organization with full responsibility and invite top-notch speakers, usually from the company's top management. It's a truly significant event," she notes. Events like these not only strengthen team spirit but also contribute to employee motivation, creating an atmosphere of recognition and respect within the company.
Distinction Badges
Badges, pins, and other insignia play an important role in enhancing the prestige of mentors within a company. Experts note that visual symbols such as icons can significantly enhance the visibility and status of mentors. For example, Hansa uses special insignia on its training portal to help create a positive image of mentors. Sber uses a similar approach, where buddies are identified with special badges on its internal portal, clearly identifying which employees are instructing newcomers. iSpring uses an honor board for the same purpose, noted Tatyana Galkina, Director of the iSpring Academy. The use of such elements not only motivates mentors but also contributes to the creation of a more cohesive and productive team.
At KazanExpress, mentors are awarded branded accessories for professional achievements, such as sweatshirts, badges, and keychains. These items can be worn outside the office, which helps enhance employees' social status. This approach not only highlights employees' successes but also serves as an additional incentive for their further development, notes Yana Kizner. Investments in employee motivation through visual attributes help create a positive company image and strengthen team spirit.
Access to Innovative Tools
One effective tool that has demonstrated high results is providing access to innovative resources. These tools are typically unavailable to ordinary staff and are used primarily by managers and heads of training departments. Asya Arakelyan noted that such access significantly improves the quality of work and promotes the development of employees' professional skills.
According to the speaker, such tools can become a key element in motivating employees to learn. As an example, she mentioned VR headsets, which Hansa actively uses to train salespeople in retail chains. Although it may seem like this expensive equipment is best left unattended by ordinary employees, experience shows that it makes the mentoring process more engaging and effective. This, in turn, helps build employee trust and loyalty. Using modern technologies in training not only improves employee qualifications but also creates a positive image of the company as a modern and innovative employer.
Access to Specialized Training
Training can serve as an important source of motivation, says Irina Ronzhina. This process not only promotes knowledge acquisition but also inspires the achievement of new goals. Continuous learning opens new horizons, helps develop skills, and increases self-confidence. It is important to realize that every step in training is a step towards personal and professional growth.
Regular mentor training is a key element of our development approach. We offer both in-person training and courses on the iSpring platform, with content updated every three months. This gives mentors the opportunity to develop and enhance their skills, which is especially valuable for those seeking motivation through learning. Such initiatives not only facilitate professional growth but also improve the quality of mentoring within our organization.
At KazanExpress, training is an important part of our corporate culture, and offline sessions are organized for mentors at our Innopolis headquarters. These events significantly enhance mentors' standing and open up new career prospects. Training not only provides new knowledge but also changes the environment, fostering team spirit. Participants can not only study during the day but also spend time together in the evening, strengthening bonds and creating shared experiences. This creates a powerful emotional charge and inspires employees to further achievements.
Community Participation
This idea, although last in line, is of great importance. The essence is that mentors get the chance to feel like part of a community of like-minded people. In large corporations, employees often remain limited to their departments, which reduces their opportunities to demonstrate their skills to a wider audience and establish contacts with colleagues. This is essential for effective networking. Participation in specialized communities within the company significantly expands these opportunities, explains Maria Mirova.
Sber operates three key communities: for coaches, mentors, and buddies. Each of these communities offers training aimed at developing the necessary skills to effectively fulfill their roles. For example, in the buddy community, all participants assigned to this role are added to a special chat. This chat regularly publishes posts about onboarding tools, internal system updates, and methodological materials. This creates an atmosphere of unity, stimulates active dialogue and the exchange of experiences between participants, which facilitates so-called "cross-pollination." Thus, communities at Sber not only facilitate professional growth but also foster active interaction between employees. Yana Kizner emphasizes the importance of a sense of community for mentors and buddies. She notes that the community can support and inspire mentors over time. Building strong connections within the community promotes the development and strengthening of mutual support, which is especially important in the mentoring process. This advice is an important addition to all the others. Helping a newcomer, even with simple issues, requires time and effort from the mentor. Therefore, it is reasonable to consider the possibility of offloading some routine tasks as compensation. This can also be an additional motivation for mentors, as routine work often becomes burdensome.
Study additional materials:
- Reverse mentoring: how junior specialists teach senior ones
- Why and how to develop teachers and trainers from your employees
- 7 insights about what employees really want from corporate training
- 6 tips on how to non-financially motivate an employee to teach colleagues