How to match mentors and mentees?
An organized mentorship programme may be a potent tool for motivating and developing personnel. An organization must pair the appropriate participants in order to develop a programme that meets the requirements of mentors and mentees. Nobody likes to witness mentees withdraw or mentoring relationships end before any significant growth has taken place. However, a mentoring programme may never have this type of influence if mentors and mentees are not properly matched. Follow these four crucial stages to successful matching to provide your participants and the organization the best chance of success.
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1. How can Mentors and Mentee be Matched in a rightway?
How can mentors and mentees be matched in a right way?
A mentoring program’s success is largely dependent on the mentor-mentee match. Setting up a programme requires a lot of work behind the scenes, most of which is spent finding the ideal fit. Here’s how to properly pair mentors and mentees.
- Manual Mentor Matching
If your mentoring programme is modest in size, manually pairing mentors will suffice. Typically, a spreadsheet or word document is used for this. You’ll note the participants’ names and some information about them. For registration, your mentorship programme may also employ a survey. You can see from this what objectives each participant has for their mentoring relationship. Once you have this information, you may utilize it to find a mentor match. The time it takes to manually match mentors is one of the downsides. Additionally, it prevents you from scaling your mentorship programme. Therefore, it can restrict you.
- Utilize a Software to Find the Best Matches
If your mentoring programme has 10-15 members, the manual matching procedure will function. Manual matching is not a workable strategy in programmes with a big number of mentors and mentees. It takes a lot of time, is tiresome, and has a higher likelihood of being inaccurate. The ideal method for matching mentors and mentees is to invest in a mentor-mentee matching program. The best mentoring matches are found using sophisticated algorithms in mentoring software. The quantity of productive mentoring relationships rises while manual labour is decreased.
- Comparison by Career Level
Make sure mentors are in a higher position than mentees if the mentoring program’s goal is to advance the careers of your employees. Mentees can be motivated by a mentor with more experience. They will be the role models your mentee looks up to. Additionally, they have been where the mentees are right now. They are aware of the difficulties their mentees face and how to help them overcome them so they can advance in their careers.
- Select the kind of matching
You must choose the sort of match after deciding how you will handle mentor-mentee matches (manually or using a tool). There are three types of matching structures:
- Self-matching : Self-matching is the process through which people select their mentor. Usually, mentees have a selection of mentors to pick from. SelF-matching is a fantastic approach to give mentees control and enable them select the ideal match for themselves
- Administrator Matching: When programme managers pick the mentor-mentee match, this is called administrator matching. To determine where there is a chance for a successful match, they might analyse job information on the individuals. They may base the pairing on shared abilities, histories, objectives, or other factors.
- Mentor Recommendation: The most widely used approach is the mentor approval pairing. Matches can be influenced by administrators, although mentees are allowed to ask to be paired with a mentor if they so choose. The partnership might then be accepted or rejected by the mentor.
- Monitor the program.
Even if you follow all of the steps above perfectly, there is still a chance that some mentorships will fail without additional guidance. Most people’s daily lives do not include mentoring. If a senior executive is an expert at his job, it does not follow that he is an expert at teaching or mentoring others in his trade. It is necessary to provide guidance. Education and guidance can and should be very simple. Mentors should be educated on how to run effective mentoring sessions. Mentors can also be trained to provide constructive criticism and to keep track of mentee goals.
It’s okay if a particular match doesn’t work out since not all of them do. It’s crucial to take immediate action if you discover that a match is not working out. You don’t want your participants’ chance for development and learning to be ruined by a single incident. To comprehend their viewpoints, get comments from both the mentor and the mentee. If you have a bumpy start from the outset, the power of mentoring inside an organization won’t be able to boost retention, promote development, and create a stronger leadership bench. By adopting a planned, proactive strategy today, you may raise your chances of success and have a favorable influence down the road.