Mentoring Use

Why do we need mentoring?

While many employees demonstrate mentoring behaviour in an informal way it is very different and vital

in having a structured mentoring program as there is a qualitative difference between a

manager-employee relationship and a mentor-mentee relationship. This relationship between two individuals which helps transfer of skills from and proper utilisation of skills is what happens in mentoring. The manager-employee relationship in a work environment focuses on achieving the objectives of the department and the company where the manager assigns tasks, evaluates the outcome and conducts performance reviews with possible salary increases and promotions. As most managers hold significant power over employees’ work lives, most employees demonstrate only their strengths and hide their weaknesses in the work environment. Therefore when we have a mentor-mentee relationship it focuses on developing the mentee professionally as well as personally. At this point of time the manager does not evaluate the employee on a high –low level scale but rather as a mentor-mentee. This creates a safe learning environment, where the mentee feels free to discuss issues openly and honestly, without worrying about negative consequences on the job.

We need mentoring because it has some of the basic benefits

It improves productivity, motivation and retention of employees.

Helps in maintaining organisation culture and employee trust.

Helps employees to take risk and experiment in the job

The mentor and the mentee both gain knowledge how each looks at same thing with a various perspective.

Here the mentee will gain knowledge about unspoken rules and baeurocratic approach that is followed in the organization