HR Professionals

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Tips for HR professionals:

As a general rule when establishing a mentoring program, set qualifying criteria and select mentors who are willing to be trained, who know the importance of the learning process, and who can create a candid and open relationship to promote confidence and trust.

It is critical that managers not mentor those who are directly reporting to them, no matter how professional the relationship is. This will prevent other colleagues from thinking that the mentor may influence some matters pertaining to the protégé's position. Other best practices to employ:

  1. Match protégés with the right mentors. It is important for the protégé and the mentor to interact without any inhibition. To be able to achieve this, the administrators must strive to match people who share similar qualities and interests. This allows the protégé to freely ask questions and ask for tips and advice from the mentor.
  2. Assess the thoughts of protégés about the program and its impact on their desire to stay or leave the organization. This is vital to the implementation and improvement of the mentoring programs.
  3. Conduct regular assessment of the whole mentoring program. Program administrators should not only evaluate progress of the protégés' but also the whole mentoring, training and coaching program of the organization, which includes the mentors’ capability to coach protégés, the process of mentoring, the protégés work performance vis-à-vis their progress during the program, and other forms of support and assistance given to the protégés.
  4. Eliminate unnecessary paperwork and requirements and reduce repetitive tasks and extra paperwork mentors and protégés need to accomplish.

When assessing the mentoring program, keep in mind that a good mentor-protégé relationship is not just gauged by the personality of each that they bring into the relationship; more significantly, the occurrence of proper interaction and behavior is needed throughout the process. What the mentor accomplishes with the protégé, and how eager the protégé responds and receives it, is what matters most in such a relationship.

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