How to Create a Successful Mentorship Program at Work

Employee Mentorship Program

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Did you know only 40% of employees report having a mentor at their job?

Collaboration, guidance, support—the benefits provided by a mentor are invaluable in the workplace. Mentors nurture talent, enhance skill development, foster strong relationships, and provide perspective to their mentees.

The Value of Mentorship

  1. Employee Retention: 94% of employees report being willing to stay at companies longer if they invest in career development with an emphasis on mentorship. Mentorship programs demonstrate a commitment to employee growth and provide employees with someone to guide them on their career path.
  2. Leadership Development: Mentors facilitate the development of essential professional skills and leadership capabilities in their mentees. 75% of executives credit their success to learning and growth from their mentors.
  3. Increase Profitability: Mentoring increases engagement, job satisfaction, and productivity. 70% of businesses report increased productivity due to mentorship programs and 50% believe these programs positively impacted their bottom line.
  4. Boost Engagement: 90% of employees with mentors are happy at work. Due to the demonstrated investment in employee development, employees in mentorship programs tend to feel more engaged, productive, and satisfied in their roles.

Mentor Program Dos and Don’ts


  • Set Clear Objectives: Without specific goals, mentorship programs can lack direction, diminishing their effectiveness for both mentors and mentees. Setting clear, achievable goals gives participants guidelines to work within and objectives to work toward.
  • Provide Sufficient Training: Mentors don’t automatically know how to be mentors. Provide them training on topics such as coaching, providing feedback, effective communication, and other soft skills to ensure they are prepared for their new roles.
  • Pick Experienced Mentors: Mentors should be selected based on their experience in the role, allowing them to pass on the knowledge they’ve learned over their time in the workplace.


  • Mismatch Pairings: While opposites may attract, the best mentor-mentee pairings are between individuals who have similar roles and compatible personalities. Mismatches diminish the effectiveness of the program due to a lack of alignment regarding duties and goals.
  • Fail to Monitor Progress: Monitoring the progress of your mentees through check-ins and goal setting ensures that participants receive the tangible positive outcomes of the program.
  • Forget Feedback: Your mentorship program participants can provide first-hand feedback about the program, so be sure to solicit constructive criticism from those best equipped to provide it.

Curious about how a mentorship program could benefit your organization? Contact PuzzleHR to learn how we can help guide your current and future leaders to their full potential.



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