In our recent online Employee Insight Survey (EIS) of U.S based sales and marketing professionals, one of the more illuminating pieces of information we gathered had to do with employee mentoring programs

Although only about 32 percent of the professionals we surveyed have been part of a formal mentoring program, an eager 90 percent said they would benefit from such a program. Yet, the minority (10%) of respondents’ employers actually offer mentoring programs.

We see a disparity here. For employees, having access to a mentor can add velocity to the workplace learning curve and be a great tool to boost effectiveness and productivity. The employee experience is richer, and the company’s outcome stronger. 

But mentoring is not just a way for employees to learn more quickly and thoroughly; it’s also an opportunity for experienced leaders within a company to set a precedent for performance, thus intentionally driving the direction of newer or more junior employees.

Having direct access to a mentor gives junior professionals valuable one-on-one training - not just practical job skills, but behavioraul and cultural skills as well.

Matching up mentors with mentees is the first step. Our survey respondents chose which attribute they most valued in a mentor, and they rank in the following order: 

• The provision of guidance, recommendation and constructive feedback (50%)
• A willingness to share skills, knowledge and expertise (34%)
• A positive attitude from a strong role model (8%)
• Respect among colleagues within the organization (4%)

For companies looking to implement a mentoring program, we recommend first seeking out willing and enthusiastic mentors that embody the above qualities. Good mentors set a precedent for a strong and effective mentoring program, which helps companies more effectively utilize talent.