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Onboarding mentoring program

Onboarding Mentoring Program Handbook:

Congratulations! You've begun your mentorship program. Mentorship has been around for a long time, and it's proven to be one of the best ways to achieve personal and professional growth whether you're a mentor or mentee.

Starting a new job is an exciting time, but can also be a little nerve-wracking for the new team member. Onboarding programs are designed to help alleviate some of that anxiety. Having a mentor from the get-go is crucial to a new employee’s long-term success. 

Making a Great Onboarding Program

Few companies take onboarding programs seriously. A study by Gallup found that 88 percent of employees don’t believe that their company has a great onboarding program. Additionally, statistics show that many companies are not using onboarding advantageously.

This results in new employees being twice as likely to start looking for new jobs within their first 90 days. Fortunately, by virtue of starting this mentoring program, you’re already off to a good start. 

Setting up a mentoring relationship from the get-go creates a relationship between the new hire and the experienced mentor who is familiar with the company culture, structure and role.

Two key characteristics of this mentoring relationship will be trust and confidentiality. In this guide, we’ll break down the best practices to making an onboarding mentoring relationship a success.

Give the Mentee the Inside Scoop on Company Culture

Company cultures are more than just the values on our about pages. It encompasses all the different perspectives, world views, and values that make up everyone at the company. The mentor should be their mentee’s guide to understanding the social makeup of the team.

As the mentee ask your mentor these questions:

Aligning the Mentee’s Goals with the Organizations

Starting a new job can be confusing if you don’t know how you fit into the whole of the organization. The mentor should break down how the role of the mentee contributes to their wider team and in turn, the whole company.

As a mentee ask your mentor:

The mentor should then seek to understand what their mentee’s professional goals are. Afterward, the mentor should help the mentee align their goals with the company. 

As a mentor ask your mentee:

Ramping up Mentee to Their Role

The mentor should leverage their experience at the company to help ramp up their mentee. It speeds up the mentee’s development and helps them get comfortable in their new role when they have someone beyond their manager to lean on for guidance.

What projects does the mentee have to work on? 

The mentee should be able to leverage their mentor to advise them on how to succeed early on in their role. Follow our onboarding checklist for more best practices on helping your mentee ramp up into their new role.

Who Should The Mentee Meet?

The mentor should connect their mentee with colleagues throughout the organization whose expertise would be relevant to their goals and current projects. Who else in the organization should the mentee meet?

These questions will help identify who best to add to the mentee’s network. After you make the connection ensure you follow up with both parties and see how it went.

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Why the Onboarding Experience Is Key for Retention
By Gallup Blog

10 Employee Onboarding Statistics you Must Know in 2021
By Jen Dewar

Further reading