Mentorship As A Strategic Advantage: A Low-Cost, High-Impact Approach
Andrea Wenburg is the host of the Voice of Influence podcast and author of mentor guide "Set Up for Success at Work." getty
Who did you admire as a young professional? Did someone ever take an interest in you and invest in your professional growth? Who taught you the ropes? Mentors help younger people find their way as they navigate the professional landscape, and the mentor relationship gives older generations a quality opportunity to pass on their hard-earned wisdom.
Intentional mentorship programs are a strategic advantage in 2025 because, in the midst of economic and geopolitical uncertainty, companies need to make the most of the resources they already have. Emerging leaders seek guidance, companies need younger employees to stay engaged and connected, and seasoned professionals want to leave a lasting legacy.
According to the latest Freedom Economy Index report, conducted by PublicSquare and RedBalloon in 2024, "68% of small business owners find Gen Zers to be the 'least reliable' of all their employees." Additionally, "71% of employers say Gen Z is the most likely group to have a workplace mental health issue."
Mentorship helps develop younger employees so they learn important skills like professional communication, networking and professional representation of themselves and their company. 'Kids these days' are similar to every other generation; they just face the challenge of finding their place in the world with a different set of experiences and tools. Personal disconnection is one of the biggest challenges they deal with, and mentorship helps them feel more connected to people and to the company while growing in their professional savvy at the same time. 2. Boosts Employee Engagement And Retention
Younger employees are eager to grow in their careers. They want to believe there is a place for them to step into leadership and long-term success at their company. The 2023 "Adobe Future Workforce Study" found that 83% of Gen Z workers believe that having "a workplace mentor is crucial for their career." Without professional and career development opportunities, they are more likely to disengage and look for a path forward in another company. A positive mentor experience helps people feel connected, hopeful and invested in the company culture.
It can be difficult to know how to relate to someone who is different from you. Intentional mentorship programs provide an opportunity for cross-generational relationship building. In turn, this impacts the level of trust and respect among those involved, fostering a supportive work environment and opening the door for continuous learning and growth.
Mentorship programs are a simple, low-cost way to make a difference in engagement and adaptability, but they need the right balance of freedom and structure to make them worth the effort. 3 Keys To A Successful Mentorship Program 1. Make It Clear That Mentorship Is A Value And Priority For The Company
When the C-suite initiates the creation of a formal mentorship program, it signals that mentorship is a priority, making employees more comfortable dedicating time to it. Communicating why mentorship matters to the organization is essential, but sharing a personal story of how mentorship has shaped your own career can make the message even more impactful. Framing the program as a formal invitation rather than a requirement allows employees to self-select, leading to higher engagement and more meaningful participation. 2. Create A Clear Structure
Use the following questions to provide a general structure that will ensure the program is a strategic investment for your organization.
• Goal: How many people do you want to engage in mentorship in the next 12-month period?
• Content: What topics do you want mentorship to cover?
• Pairing: How will mentors and mentees pair up?
• Time Allotted: What frequency and duration should be allotted for sessions? What are the clear start and end dates of the formal relationship?
• Accountability: What is the mechanism for accountability to ensure time is well spent? 3. Equip Mentors And Mentees With The Right Tools
Mentorship is commonly a part of our company's leadership development programs, and we've found the following resources to be most beneficial to the mentorship relationships.
• A list of willing mentors makes it easy for mentees to reach out and ask someone to be their mentor.
• A kick-off meeting checklist helps the mentor and mentee set expectations.
• A mentorship guide helps kick-start conversation and ensures that required topics are covered.
• An expectation for documentation of each session ensures that key growth points or topics covered are recorded.
• A certificate of completion for both the mentor and mentee acknowledges their investment in their professional development and the success of the company. Final Thoughts
The work culture landscape looks different than it did years ago, but those of us who have been at work for a while may not feel the disconnection as intensely as our younger counterparts because we can rest on the foundation of many years of developing relationships and becoming comfortable in our careers. Is it time for your company to implement a low-cost program to develop younger employees, help seasoned professionals pass on their institutional knowledge and bridge the generational gap to create a supportive, continuous learning culture? Urge leaders to turn mentorship into a strategic advantage at your company.
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