Mentoring Programs: Purpose, Benefits + How to Get Your Mentoring Program Started

Ever had a mentor who changed the course of your career? Maybe they helped you navigate a tricky promotion, avoid a major misstep, or gave you the confidence to take the next big leap. Now, imagine if every employee in your company had access to that kind of guidance.

Mentorship programs aren’t just feel-good initiatives; they drive real results. In our work with Randstad, we found that employees participating in the mentoring program were 49% less likely to leave the company during the period studied.

Despite the benefits, many organizations struggle to launch or scale effective mentorship initiatives. This guide covers everything you need to know: the purpose of mentorship programs, how to design a successful program, and steps to get started.

👋 P.S. Thinking about launching a mentorship program? Book a quick, low-pressure chat with us to learn best practices, insights from top companies, and how Together can help you build a thriving mentorship culture.

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What is a mentorship program (and what does it look like in the workplace)?

Mentorship has a long history—dating all the way back to Homer’s Odyssey—but in the workplace, it really started gaining traction in the 1970s as a way to help junior employees learn the ropes. Mentorship can take many forms, so let’s start by defining it.

In a workplace setting, mentorship is a professional relationship where one person supports another’s growth, learning, and career development. That support might come from a senior employee, a peer, or even someone outside their immediate team. It doesn’t have to follow the old-school one-on-one model anymore—mentorship today is more flexible, collaborative, and accessible.

While growth and connection can happen organically, a mentorship program adds structure, intention, and accountability to those relationships—making them more impactful and easier to scale. Research shows the most effective programs are thoughtfully designed and structured: HR.com found 64% of respondents say their organizations have some sort of formalized mentoring program.

Key components of a mentoring program 

Here’s what strong workplace mentorship programs have in common:

• Thoughtful matching. Great programs match mentors and mentees based on goals, skills, and interests—whether through admin-led pairing or self-selection.
• Training. Both mentors and mentees should receive training to help them understand their roles and how to get the most out of the relationship. 
• Clear goals and objectives. Defining objectives from the start gives the mentorship purpose and direction—everyone knows what success looks like, and the mentee has a clear path for growth.
• Regular check-ins. Ongoing feedback and progress reviews help assess what’s working, make adjustments, and keep the mentorship moving in the right direction.
• Defined timeline. Whether it’s a few months or a full year, having a set duration gives workplace mentoring programs a clear structure.
• Support resources. Toolkits, meeting guides, workshops, and peer events give mentors and mentees what they need to connect, collaborate, and grow.
• Peer learning. Events and peer coaching foster connections, encourage collaboration, and provide support beyond the core mentor-mentee relationship.

Done well, mentorship creates space for real development—and real connection—at work.

Why mentorship programs matter: Purpose and key benefits

Mentorship programs offer a range of benefits for employees and organizations alike, supporting growth, development, and engagement at all levels. Whether you aim to upskill employees, nurture future leaders, or improve retention, a well-structured mentorship program can help you do it.

Purpose of mentorship programs

1. Transfer knowledge & build skills

Pairing experienced mentors with mentees promotes cross-departmental and on-the-job learning, which helps employees advance their careers. 

2. Develop future leaders

‍According to a report by the Society for Human Resource Management (SHRM), 83% of HR professionals find sourcing quality candidates increasingly tricky. Savvy organizations use mentorship to develop leadership skills and prepare employees for advanced roles.

3. Boost employee engagement & retention

‍Employee engagement in the U.S. dropped 2% in 2023, with only 31% engaged employees. Many major companies view mentorship as a key driver of employee engagement, by helping them feel more valued and connected to their roles.

4. Support career growth

Mentors assist mentees with goal-setting, overcoming challenges, and taking meaningful steps toward career advancement.

5. Enhance succession planning

Mentorship ensures a smooth knowledge transfer, maintaining strong leadership pipelines.

6. Foster cultural integration

Mentorship can speed up onboarding for new hires by giving them a shortcut to company culture, workplace expectations, and daily tasks.

7. Expand professional networks

Mentees gain access to new connections and gain perspective into new roles which opens doors to career opportunities and broadens their contact list.

Key benefits of mentorship in the workplace

For mentees:

• Skill development & career advancement. Mentors guide mentees in honing their skills, preparing them for promotions and greater career satisfaction.
• Reduced ramp-up time. Mentors help new employees understand company culture, policies, and work routines so they can be productive sooner.
• Networking opportunities. Mentorship programs offer mentees access to important internal connections, accelerating relationship-building, especially in remote environments.
• Higher promotion rates. Mentored employees are more likely to receive promotions and higher compensation, with research showing a clear advantage in career track success.

For mentors:

• Leadership development. Mentoring sharpens leadership skills and boosts confidence, as mentors guide and motivate mentees.
• Increased recognition. Mentors are often seen as advisors and role models, with opportunities to establish themselves as key leaders within the organization.
• Fresh perspectives. Mentors learn from their mentees, especially in reverse mentoring models, where younger employees share digital trends and new skills.
• Talent discovery. Mentorship allows mentors to identify rising talent, assisting in career development and internal promotion opportunities.

For organizations:

• Attract & retain talent. Mentorship helps attract top talent by fostering strong social ties, career growth opportunities, and a sense of belonging. Research from Gallup says 42% of employee turnover is preventable, but ignored. Top reasons employees seek other opportunities include low job satisfaction and uncertainty about their future in the organization.
• Employee engagement. Gallup’s employee engagement survey revealed that engaged employees: 
  
  • Increase productivity by 14%
  • Increase customer ratings by 10%
  • Increase sales by 18%
  • Increase profitability by 23% 
  • Increase organizational participation by 13%
• Promote diversity & inclusion. Organizations with mentorship programs are better positioned to create diverse, inclusive workplaces. Studies show diverse teams yield higher revenue and stronger performance. Mentorship programs facilitate interaction and learning across diverse groups, encouraging growth and understanding.

5 steps to building a successful mentorship program

If you're in HR or L&D and looking to launch or grow a mentoring program, you're in the right spot. Running one manually can be time-consuming—so we’ve broken the process down into 5 clear steps to set you up for success.

‍✨Bonus: see what experts recommend for structuring a mentoring program.

1. Determine the goals of the mentorship program

A good mentoring program aligns with overarching business goals. For example, if you pair senior leaders with more junior ones to support and help them grow within the organization, the goal may be to increase promotion rates within the organization. 

There are other types of mentoring programs with different objectives. The table below outlines different example objectives for mentoring programs and their corresponding key result:

2. Promote your mentoring program

To promote your mentoring program, focus on getting leadership on board first. Ensuring your leadership team can clearly communicate the value and benefits of a mentor program to their staff builds trust and trickles down to the rest of the organization.

Leveraging the enthusiasm of early adopters or popular mentors will drive word of mouth and excitement about the program. Many mentorship programs start with a kick-off party (whether virtual or in-person) where participants can see everyone else in the program. 

Mentees can scope out potential mentors and see that they are part of a larger company wide initiative which will encourage them to maintain the relationship.

3. Pair mentors and mentees

Finding mentors and mentees is the most exciting part of the process, but can also be stressful. It can become a logistical nightmare to manually pair up mentors and mentees when your program grows beyond 10 mentors and 10 mentees. 

For this reason, many companies use Together’s mentoring software to efficiently create pairings using an algorithm that takes into consideration the answers provided by participants in a registration questionnaire (click the link for a templated registration questionnaire). When setting match criteria, consider different genders, backgrounds, and locations to create a richer, more inclusive experience.

To create meaningful pairings between mentors and mentees in your mentorship programs, identify qualities of good mentees and mentors and encourage them in all participants.

Some qualities of good mentees and mentors include:

• Drive to succeed
• A positive attitude 
• Good time management skills
• Open to learning and new perspectives
• Clear communication
• Shows initiative
• Leadership skills or capabilities

Mentors and mentees with these qualities will easily build a relationship that is mutually beneficial.

4. Support a successful mentorship relationship

Successful mentoring relationships are the key to your program’s success. To build a fruitful relationship, you have to focus on each individual's goals for what they want to get out of the experience. If a mentee wants to transition into a new department, for example from marketing to sales, you may pair up the mentee with the head of sales and then support their relationship by encouraging them to talk through how to make that transition.

The first meeting can be awkward if there isn’t a blueprint or agenda to help get things started. For that reason, providing questions that the mentee can ask their mentor is very helpful in shaping the types of discussions they have. 

Encourage them to ask questions like:

• Why did you decide to be a mentor? 
• What are your goals for the relationship?
• How did you move into X role?
• What were some challenges you faced in X position?
• What skills would be beneficial for me to work on?

Keep encouraging participation by making it easy for mentors and mentees to have impactful conversations within their busy schedules and recognizing their progress and contributions to the program.

5. Report on the progress of the program

Tracking and reporting on your workplace mentoring program shows whether it’s delivering real value. This isn't just about checking a box—it’s about uncovering tangible outcomes you can share with stakeholders, like leadership or employees deciding if mentoring is worth their time. Look for signs of impact, such as:

• Career advancement (promotions, role changes)
• Skill development (new certifications, improved soft skills)
• Stronger internal networks
• Positive testimonials from mentors and mentees

Together makes reporting easier by providing post-session mentorship survey questions for both parties. These surveys deliver qualitative feedback that helps you spot what’s working—and what’s not.

When reviewing feedback, focus on:

• Engagement. Are participants showing up and actively participating?
• Goal progress. Are they hitting the goals they set at the start?
• Sentiment. How do they talk about the program with others?

Mentoring needs active oversight to be successful. Keep a close eye on each pairing, gather regular feedback, and be ready to pivot to keep the program on track and delivering results.

Mistakes to avoid: What causes mentorship programs to fail?

As we’ve discussed, a successful mentorship program doesn’t just happen—like any other L&D program, it requires thoughtful planning and execution. That’s why many professional development programs fail to launch and most fail to reach the measurement stage. When it comes to mentorship programs, some key factors that could lead to a program failing include:

• Absence of a clear purpose: A successful mentoring program requires clearly defined goals. Without them, you will have a hard time assessing whether the program is delivering value, improving skills, or meeting development needs.
• Flawed program design and structure: Poor planning can lead to underperforming registration rates, bad mentor-mentee matches, or lack of clarity around participant expectations or responsibilities. 
• Poor mentor/mentee matches: Success in mentoring heavily relies on the compatibility between mentors and mentees. Poorly matched pairs can lead to disengagement and prevent the program from realizing its potential benefits. 
• Inadequate training for participants: Both mentors and mentees need proper training to understand their roles and how to effectively manage their relationship. Without this, they may struggle to achieve any real progress.
• Low engagement and participation: A common issue in mentoring is a lack of commitment from participants. If mentors and mentees do not see the value in their involvement, the program risks becoming stagnant and unproductive.
• Lack of executive support: Without backing from top management, a mentoring program may fail to gain the necessary momentum. Executive endorsement is crucial for integrating mentoring into the organizational culture.
• Insufficient monitoring and adaptation: Regularly tracking program data and adapting to feedback is critical. If a program is rigid and does not evolve based on results, it is unlikely to succeed. Regular assessment and flexibility is key to achieving goals and overcoming challenges. 

By addressing these issues, organizations can lay the groundwork for a mentoring program that truly benefits participants and meets its objectives.

The 9 types of mentoring models 

From traditional one-on-one guidance to innovative hybrid models, workplace mentoring programs offer different avenues to achieve organizational goals while supporting mentors and ensuring mentees feel engaged and advance their careers. Let’s dive into these mentoring models and their use cases.

1. One-on-one mentoring: Often the first thing that springs to mind when discussing mentoring programs, this classic approach involves an experienced mentor guiding a singular mentee. They work together to aid the mentee's growth, both professionally and personally. It's a mutual relationship—while the mentee grows, the mentor refines leadership techniques and gleans new insights.

2. Peer mentoring: Here, two individuals of similar professional standing join forces. Their interactions could involve alternating roles or a more mutual mentoring experience. By sharing knowledge and experiences, they aim to grow together and maintain mutual accountability.

3. Group mentoring: One mentor engages with multiple mentees simultaneously. By doing this, a mentor can reach more individuals in a shorter time span. This arrangement promotes shared learning, knowledge retention, and improved teamwork among participants.

‍4. Reverse mentoring: This model flips the traditional setup. A younger or less experienced individual mentors someone senior or more experienced. This acknowledges that learning can flow in both directions.

‍5. Flash mentoring: These are short, focused mentoring sessions designed for quick knowledge transfer or skill acquisition. They remove the need for long-term commitment and are particularly useful for addressing immediate learning needs.

‍6. Team mentoring: Unlike group mentoring, which has one mentor for many mentees, team mentoring involves several mentors guiding a group. It's beneficial when a group of individuals is working towards a common objective. This setup fosters a diverse learning environment as multiple mentors bring varied perspectives and knowledge.

‍7. Virtual mentoring: With the rise of remote work, virtual mentoring has gained prominence. Different mentorship styles can be executed remotely using various digital tools. This ensures that geographical barriers don't hinder mentorship programs, and those who prefer or need virtual connections aren't left out.

‍8. Mosaic mentoring: An emerging, hybrid style where mentees collaborate with multiple mentors or explore various mentoring program frameworks. By diversifying their mentoring interactions, individuals can gain a holistic view of their area of interest, enriching their learning experience.

‍9. Functional mentoring: A more project-focused approach, where the mentoring revolves around a clear, predefined goal. Instead of broad developmental aims, the mentee seeks guidance on specific tasks or projects, tapping into the expertise of those seasoned in that particular area.

The 4 types of mentors

Just like workplace mentoring programs come in all shapes and sizes, so do mentors. No matter which type fits your program best, it pays to understand how each can help you reach your goals.  Below are 4 common types of mentors: 

🥄🪣If you want to dig deeper, check out 8 Types of mentors and their role in the workplace.

Peer mentors 

A peer mentor can provide guidance, advice, and support to their peers. They are usually from similar backgrounds or groups of similar age and experience so that they can identify with each other’s struggles and goals.

Career mentors 

Career mentors are those who have developed their professional experience and can provide guidance to help others achieve their career goals. They typically have advanced knowledge in the field. They can offer invaluable insights on navigating the job market and providing advice about choosing a specialty or industry.

Reverse career mentors 

Reverse career mentors are less experienced employees who mentor a senior colleague. Reverse mentoring bridges the generational gap and helps build workplace connections with senior management.

Reverse mentors can teach valuable digital skills and drive cultural change by helping older coworkers stay competitive. This type of mentorship builds a true learning culture within an organization and is a testament to the fact that learning can happen at any age and with anyone.

Life mentors 

Life mentors are individuals who provide guidance and advice to those seeking it. They help the mentee develop their life skills, confidence, knowledge, and expertise in a given area. This type of mentoring in the workplace is especially beneficial for younger people or those who have recently stepped into an unfamiliar role or situation.

How to choose great mentors (qualities, responsibilities, and what sets great mentors apart)

The word “mentor” might conjure up Mr. Miyagi or Yoda—big shoes to fill (or small ones). It can make mentorship feel intimidating, like you have to have all the answers. But it doesn’t have to be that heavy. Mentoring programs often involve leaders and managers, but anyone in the workplace can be a mentor. This could include seasoned professionals working for decades or even younger employees who may have fresh perspectives on handling specific tasks. 

Mentors don’t need to be experts; they just need to offer support, advice, and guidance. While some employees may find it intimidating thinking of themselves as a mentor, there is no one-size-fits-all approach. Everyone has something to contribute, and everyone can learn from each other.

While this list isn't exhaustive, these qualities are great places to start when searching for mentors in your organization or when interacting with employees who may be on the fence about stepping into a mentorship role.

6 qualities of a great mentor

Great mentors aren’t born—they’re built through experience and intention. Here are six key traits that set them apart:

1. Patience. Takes time to understand the mentee’s goals and challenges without rushing decisions.
2. Empathy. Connects with the mentee’s perspective to offer personalized, relevant support.
3. Knowledge. Brings industry insight, problem-solving skills, and career guidance to the table.
4. Open-mindedness. Embraces new ideas and helps mentees explore creative solutions.
5. Communication. Listens well, explains clearly, and offers constructive, thoughtful feedback.
6. Integrity. Acts with honesty, fairness, and puts the mentee’s best interests first.

What are a mentor’s responsibilities?

Great mentors can help guide mentees through difficult decisions or unexpected situations. They offer advice on navigating tricky conversations with superiors, colleagues, and clients; they may even open doors for networking opportunities that would have been impossible without their expertise and connections.

To facilitate these positive changes, other responsibilities of truly great mentors include:

• Being prepared for each meeting by being knowledgeable about the mentee’s progress and goals
• Having a plan for how they will use their time with you and setting an agenda that can be revisited in future meetings
• Striving to teach accountability by helping mentees set realistic goals and holding them accountable for achieving those objectives
• Challenging their mentees to think critically about their career paths
• Providing advice when needed or asked for it
• Serving as references when requested
• Sharing expertise on topics they are knowledgeable in and coach you as you learn new skills

Whether mentees are already established or just starting in their chosen profession, having a great mentor who takes their responsibilities seriously can help mentees reach their goals faster.

Who makes a great mentee?

Mentees are individuals looking to grow—whether they're new to a field or aiming to advance. They seek guidance, insight, and support from experienced mentors through conversations, feedback, and advice.

6 qualities of a successful mentee

Strong mentees make the most of mentorship by showing up with the right mindset. Here’s what they bring to the table:

1. Openness. Willing to learn, grow, and consider new perspectives.
2. Respect. Values their mentor’s time, insight, and experience.
3. Communication. Clearly shares goals, challenges, and progress.
4. Flexibility. Adapts when plans shift or new paths emerge.
5. Self-awareness. Understands their strengths, gaps, and growth areas.
6. Confidence. Believes in themselves and is willing to take risks to grow. 

Mentorship made simple, with Together

Mentorship accelerates learning, expands networks, and builds future leaders. 

Companies that invest in structured mentoring programs see stronger culture, higher engagement, and better retention. Growth-minded employees stick around—and step up.

Together’s mentoring platform makes it easy. For one thing, our award-winning tools match mentors and mentees in minutes, not weeks. And we provide tools to support you every step of the way.

Want to attract top talent and fuel innovation?‍

✨ Start building your mentoring program with Together. Book a demo today.

Mentorship FAQS

1. What are the types of mentoring relationships?

Mentoring relationships come in various formats. The most common are 1-to-1, where one mentor is matched with a single mentee; group mentoring, which involves one mentor and multiple mentees; and affinity groups or circles, which bring together people from similar backgrounds. No matter the format chosen, each type of relationship has the potential to be rewarding for both parties involved.

2. Are mentoring, coaching, and sponsoring different?

Yes, mentoring, coaching, and sponsoring are different. Mentoring is a relationship focused on guidance and support, while coaching involves facilitating growth with active listening and questioning. Sponsorship is an individual providing advocacy for their colleague's career development. Mentoring can be viewed as a learning experience, whereas coaching is more of a teaching style.

3. What is an information-based mentoring relationship?

An information-based mentoring relationship is when a mentor offers resources, advice, and enlightenment to their mentee based on their needs. They share relevant experiences and techniques to help the mentee grow in their work life.

4. What is an advocacy-based mentoring relationship?

An advocacy-based mentoring relationship is a type of mentoring that focuses on developing interpersonal behaviors. The mentor helps the mentee assess their current abilities and plan learning activities, provides feedback on performance, and serves as a guide, consultant, and sponsor for the mentee's development.

5. I'm just starting a mentoring program. What are some great goals to set for a mentoring program and mentoring relationship?

When setting goals for a mentoring program and relationship, use the REAL development goals format. This means your goals should be Relevant to you or your organization's objectives, Experimental in their approach, Aspirational in nature, and Learning-based. Ensuring your goals are realistic and meet your needs will help ensure they succeed.

6. How do I start a mentoring program?

To start a mentoring program, begin by researching if one already exists. Survey your employees to gauge what kind of program is desired. Identify objectives that will benefit from a program, such as cost and software management. Create an outline with goals, participants, length, and pairing methods. Lastly, provide data on the value of mentoring for executive leaders to present your proposal.

7. How do I find a mentor?

To find a mentor, start by tapping into your personal and professional networks—colleagues, senior leaders, or industry connections with valuable experience. Ask friends and family for recommendations or use social media to identify potential mentors. You can also explore online mentoring platforms, company mentorship programs, or employee resource groups (ERGs) for guidance.

8. We're ready to start a mentoring program, but we've got a huge number of participants. What can we do to speed up the matching process?

Our mentoring software solves the challenge of manually matching participants in large mentorship programs. Together’s mentor tracking system, matching, and scheduling tools facilitate communication between mentors and mentees over extended periods, allowing employees to continue learning and developing their skills.

9. Why should I mentor?

Mentoring is a mutually beneficial experience. It gives mentees access to support and opportunity, and mentors also gain the chance to build lasting connections and positively impact their organization and community.

10. Why create mentoring programs?

Creating mentoring programs is like planting a garden. It enables organizations to provide employees with the right environment for growth, leading to increased job satisfaction and engagement, as well as fostering the inclusion of all employees. A mentorship program is an effective strategy for demonstrating care and commitment towards employee development.

11. How can you measure the success of  mentorship programs?

To measure the success of your mentorship program, actively gather feedback from participants through surveys with open-ended questions or quick, scaled responses at the end of each session. Analyze both qualitative and quantitative data, then compare it against your defined goals. Use these insights to refine and strengthen the program, ensuring continuous improvement and greater impact.