Companies may invest in training people at different levels as Workplace Mentors to improve the quality of the teams.
“The Workplace Mentoring courses from The Mentoring School are fully immersive courses that teach the hidden skillset of the workplace (and the most useful of the lot!). A manager can expect to see real time productivity change!” Ahmed Esat
What is a Workplace Mentor?
Mentors in the workplace are colleagues who are trained to provide support and advice to other members of staff. Working in a supportive company environment, the qualified team members can be accessed by colleagues who would like support about something that they feel is affecting their performance at work. It may be advice on how to resolve a problem, they may be a new member of staff after advice from an experienced colleague, or it may be how to overcome a personal difficulty in the working environment.
What are the benefits of mentoring?
Mentoring is shown to develop individuals within a company at all levels. It increases employee motivation, job performance and retention rates. For managers it multiplies the impact of any change and also prepares the new leaders for the complexity of the challenges they will face.
What a Workplace Mentor does
Workplace Mentors work best if they are at the same level in an organisation as the mentee. Managers cannot mentor their subordinates for example.
Members of staff are freely able to access workplace mentors through 1:1 or group sessions to help them overcome barriers or blocks that are holding back their efficiency in the workplace. Sometimes these are personal, other times they relate to issues, problems or inexperience in the workplace.
Mentors take a non-judgemental approach to helping individuals and teams using their experience and knowledge. They have undertaken a specialist qualification to enable them to help you.
What a Workplace Mentor doesn’t do
Workplace Mentors are not part of the official disciplinary process; they do not provide interventions related to competency. However, they may be an independent support mechanism voluntarily accessed by the individual as they become concerned about their efficiency. For example, a manager may suggest that an individual accesses a mentor, however that will be down to the individual.
There are two levels of qualification, one for employees and one for team leaders and managers: