Suggested Guidelines brought to you by PMMI’s Emerging Leaders Committee

Why should I start a mentorship program at my company?

Every company and organization has a unique culture that determines the way work gets done. Culture aligns people and can be structured or unstructured. Establishing a mentorship program provides support to new team members and employees during the onboarding process and helps them feel welcomed into the company.

Who is eligible to participate?

New employees should be assigned a mentor for their first year at the company. Those interested in becoming a mentor should meet the following criteria:

• Employed by the company for at least 2 years.
• In good standing with the company.
• A good representative of company core values and culture.
• Eager to help new employees become integrated into the company culture.
• Prepared to dedicate extra time to helping the mentee when needed.
• Demonstrates positive and “can do” attitude in daily work.
• Ready to take on leadership opportunities within the company.

What are the mentor-mentee participation guidelines?

The goal of a mentorship program is to build connections across departments and career levels. Suggested guidelines include:

• Matching mentors and mentees who are not in the same department.
• Mentees should participate in the program for one year. Mentors can then be assigned to a new incoming mentee.
• After completing two years at the company, mentees may sign up to become a mentor for new employees.
• If a mentee feels as though they are not being supported by their mentor, they are encouraged to contact Human Resources to be re-assigned.

What is a mentor responsible for during the mentorship program?

Mentors should serve as a resource for new employees as they navigate their new role at the company. They will serve as an additional, non-supervisory, resource to help guide the new employee as they get acclimated with the company. Responsibilities might include:

• Being the go-to resource for the mentee while they navigate the in’s and out’s of the company.
• Serving as a positive role model by demonstrating a positive attitude to help the mentee succeed.
• Sharing skills, knowledge and expertise in how the company operates.
• Introducing the mentee to different departments and people at the company.
• Facilitating connections when the mentee needs to meet new team members.
• Providing guidance and constructive feedback, when necessary.
• Scheduling monthly check-ins with the mentee.

What is the mentee’s role during the program?

To successfully accomplish the goals of the mentorship program, mentees should be expected to:

• Share information, experiences, feedback on work assignments, internal company challenges and other details related to their new role.
• Demonstrate initiative and resourcefulness; however, they are also expected to utilize their mentor for information and support on company matters.
• Play an active role in the acclimation process by taking advantage of opportunities to participate on team projects as well as company-wide projects and committees.
• Practice adaptability as they adjust to new cultures, internal and external customer base, responsibilities, work environments and locations.
• Demonstrate candor by speaking openly with their mentor. Candor allows mentors to better assist new employees and ensure adequate support and resources for a successful acclimation.

How can I measure the effectiveness of a mentorship program?

Mentorship programs can be evaluated on their effectiveness by assigning a survey to the mentees that detail the program and their overall onboarding experience. It is suggested that surveys be sent at 30, 90 and 120 days of employment. At the completion of the program at 1 year, a final survey should be sent and should include a section for the mentee to provide open-ended feedback to improve the program.

Ready to get started?

Share this document with your Human Resources department to set up a mentorship program at your company today.