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Employee Mentoring Program Done Right! 

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Examples of Successful Programs

LocalMasters offers a platform as well as strategic insights for your success. Connect with us today for free personal consultation or if you are in early phases of research then browse through these 6 programs from industry leaders – the ones that inspired LocalMasters to build a turnkey platform that enables every business to build similar programs without the resources that these industry leaders had access to.

Career Mentoring

High-Potential Mentoring

Diversity Mentoring

Collaborative Mentoring

Reverse Mentoring

New Hire Mentoring

Programs were chosen based on familiarity with the brand name - not association to LocalMasters.

Methodology
For Success

Step 1

Defining Employee Mentoring

Step 2

Benefits of Employee Mentoring

Step 3

Implementing Employee Mentoring

Step 4

Measuring Mentoring Progress

Step 5

Sustaining Mentoring Efforts

Caterpillar: Career Mentoring for Improved Employee Career Development

Program Objectives

The world’s largest construction equipment manufacturer, Caterpillar is also a leader in employee mentoring. 

Caterpillar provides mentoring and training to all its employees on almost every aspect of career development such as career exploration, corporate culture, soft skills development, organizational understanding, internal enterprise awareness, and community knowledge.

Caterpillar can further advance its mentoring initiatives by introducing collaborative learning techniques.

True career development entails personal and professional development of an employee and a social work environment at the workplace can support it. 

Multiple studies have shown that collaborative learning techniques like job shadowing can lead to development of a range of high-level intellectual skills, such as critical thinking, analytical thinking, synthesis, and evaluation.

Results You Can Expect from a Program Like that of Caterpillar

To retain skilled employees and develop future leaders, it’s critical to understand employee career objectives and align them with organizational goals. 

With career mentoring, organizations can:

  • Improve employee retention
  • Enable employees to take ownership of their development
  • Deliver cost-effective, scalable programs with constrained HR resources

Employees get the opportunity for learning and development, which can help advance their careers and keep them from feeling stagnant in their roles.

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    EY: High-Potential Mentoring for Leadership Development

    Program Objectives

    EY has established the EYnnovation program which aims to take young potential leaders and have them work in conjunction with young companies to help them develop leadership approaches alongside assisting the companies throughout their growth phase.

    Personalized leadership training is the next step EY can take to show its employees that they are highly invested in improving their careers. 

    When promising talent within the organization is given the right tools to expand their skills and grow into leadership roles, the company is better prepared to handle turnover and preserve institutional knowledge.

    Results You Can Expect from a Program Like that of EY

    With high-potential mentoring, organizations can:
    • Improve retention of key contributors
    • Deepen your leadership bench strength
    • Provide critical career development experiences

    Mentoring high potentials allows employees to learn faster and prepare to take on leadership positions sooner. 

    This type of personalized development is engaging for employees and provides tangible proof that their employer is investing in their careers.

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      Fidelity: Diversity Mentoring for an Inclusive Workplace

      Program Objectives

      Fidelity Investments is a US based multinational financial services corporation.

      Fidelity promotes inclusivity at work using dynamic mentoring programs specifically designed to help support members of their resource groups, including the Women’s Leadership Group, Veterans Employees, and the Asian Employee Resource Group. 

      This has helped the employees involved in the company’s ERGs experience two times the mobility rate of their peers.

      Results You Can Expect from a Program Like that of Fidelity

      With diversity mentoring, organizations can:

      • Improve diversity in leadership or specific functional disciplines
      • Better attract and retain employees
      • Connect diverse populations with each other to learn and share experiences

      Through diversity initiatives, employees learn cultural awareness to create an inclusive corporate culture. 

      Diversity mentoring creates an environment of trust, belonging, understanding, support, and encouragement for a diverse workforce. It gives employees an opportunity to voice their concerns, overcome hurdles, and find solutions.

      Extension Ideas for Fidelity Investment’s Program

      Fidelity has done a great job with their diverse mentoring program. To make their ongoing initiatives more effective, employee recognition should be a crucial part to workplace inclusion. 

      When employees are recognized and rewarded for their achievements, it is a natural boost for them to keep doing their part. Gamification makes employee learning and training more interactive and engaging. 

      Rewards, badges, leaderboards are some effective ways to help employees quantify their learning and spot areas for improvement in a fun way. 

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        Schneider Electric: Mentoring Circles for Collaborative Learning

        Program Objectives

        Schneider Electric is a world leader in the energy management and automation digital solutions.

        The energy management giant is paving the way for mentoring in the post-modern workplace by utilizing Artificial Intelligence to match relevant mentors with mentees.

        A good way Schneider Electric can ensure if their mentoring program is fruitful and that the employees are learning is to set up KPIs and measure progress. 

        Using data-driven insights and development metrics, managers and HR departments can keep an eye on the progress employees are making.

        Results You Can Expect from a Program Like that of Schneider Electric

        With mentoring circles, organizations can:

        • Build intra-organizational personal relationships
        • Facilitate collaborative learning and knowledge sharing
        • Drive career development by increasing employees’ functional expertise and skill sets

        Employees get to connect with co-workers who have the same interests. This helps create bonds between people who otherwise may not have interacted.

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          General Electric: Reverse Mentoring for Efficient Knowledge Sharing

          Program Objectives

          General Electric, the world energy leader, has been a pioneer in the field of mentoring for decades. 

          In 1999, Jack Welch, the former CEO of GE, popularized the concept of reverse mentoring which has led the organization to achieve their strategic goals, including increasing millennial retention, promoting a competitive advantage in technological advancements, and cultivating inclusivity. 

          GE can advance its reverse mentoring efforts by collecting employee feedback about the program and acting upon it. Employee feedback can shed light on countless areas for your management and business to improve. 

          Also, many senior executives are not used to taking feedback. It’s important that executive mentees are prepared for and be open to accepting feedback from their junior mentors.

          Results You Can Expect from a Program Like that of General Electric

          With reverse mentoring organizations can:

          • Enable knowledge sharing between baby boomers and millennials
          • Deepen connections between employees and senior management
          • Engage employees more fully across generations

          Reverse mentoring strengthens senior leaders and executive teams by giving them insights on both millennials and the latest technologies. 

          The younger employee gains visibility into the macro-level management issues and perspectives of the executive mentee. 

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            Concentrix: Job Shadowing for New Hire Training

            Program Objectives

            Concentrix is an American business services company specializing in customer engagement and business performance.

            Concentrix offers an impressive and robust mentorship program called their Talent Development Program, which provides mentees with insight into different positions within the organization. 

            Mentees receive shadowing opportunities, customized learning plans, on-the-job experience, coaching sessions as well as online training through the company’s Concentrix University platform.

            Research shows such mentoring programs can be made even more effective if there is a follow-on case study analysis assigned to employees by managers. 

            Concentrix can implement case study follow up for its employees to make their new hire mentorship initiatives more effective. This way, new employees can structure their thoughts and get validation for their decision making.

            Results You Can Expect from a Program Like that of Concentrix

            With job shadowing, organizations can:

            • Introduce potential career development opportunities for participant
            • Provide opportunity for managers to "give back" by helping less skilled/experienced colleagues
            • Increase productivity, improve interpersonal communication, few silos, and better retention rates

            Job shadowing provides the participants with valuable exposure and a realistic view of different roles. It can help the senior staff to reinforce organizational norms and culture. 

            The host also potentially gains by having their work observed and understood by someone with a fresh perspective.

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