Mentorship programs aim to provide guidance, professional development, and a sense of direction. And while these programs are well-intentioned, many times they fall short despite the best efforts of the dedicated mentors and program managers involved. This can leave both mentees and mentors disengaged and frustrated, and often confused about why things went wrong.
Worry not! There are several reasons why a mentorship program may not work as intended, and understanding these issues is the first step toward fixing the program. You are not alone, and no mentorship program is perfect, not even the best of the best.
Here are some reasons why your mentorship program may be experiencing issues, and how to address them.
1. Lack of investment from senior management
All programs under a corporate umbrella require some level of investment from the people on top. Getting the proper buy-in from the bosses is a chronic issue for many, and mentorship programs are no exception.
It’s important to recognize this for two reasons: one, good investment will make running your mentorship program easier, and two, poor investment is not necessarily your fault! In fact, only 29% of employers said they were eager to implement a mentorship program in the first place. There may be times when you feel like you’re failing to deliver on promises to mentees, but it could be the fault of the executives despite your A+ work on every aspect of the program.
How do you fix this? Proper preparation is key: before presenting the merits of a mentorship program, gather all the details regarding benefits to the employees and the organization. Emphasize the necessity of such a program, instead of labeling it a nice-to-have. Finally, find allies in the company who have benefited from similar programs and can speak to the importance of mentorship.
2. No clear goal, with too broad a focus
This is the most important issue that often goes overlooked in mentorship programs. These programs have to exist for a reason, and one more specific than simply wanting to help people. Having a clear, specific goal not only helps sell people on the program’s merits, but also provides clarity on how to address new issues when they inevitably arise.
Start by clarifying the purpose of your mentorship program. Clearly communicate the mentoring goals to the participants so that they know exactly what the program offers and what they should expect from taking part. Create a plan with an execution strategy.
Such a strategy should ask questions whose answers provide a window into the program’s goals. Where do participants feel they are going? How are mentors and mentees empowered to reach where they want to go? Should the program create a structured set of time-limited goals? Are there worksheets to track progress? The bones of the program, the actual structure, need to be nurtured by asking these important questions.
3. Poor matching
The mentor-mentee relationship forms the spine of any functional mentorship program. Pairing participants with similar views, values, and goals is key. Talk to both sides beforehand to ensure the best fit and avoid mismatches. It’s about shared experiences, genuine understanding, and a connection deeper than normal.
It’s obviously difficult to imagine that every mentor-mentee relationship will match perfectly, but there are some things to look for when pairing. Keep in mind that pairs should try to share similar views, in order to avoid unnecessary conflict. Your program coordinator should talk with participants before matching to understand their personal experiences. Create a checklist of important similarities and differences for both mentors and mentees and pair them up based on who fits best. As we mentioned earlier, proper preparation is key to any successful mentorship program.
4. Lack of genuine connection
Of course, even the best intentions can still lead to foiled matches. Sometimes, mentors and mentees just don’t mesh, no matter what you do.
Similar to how a mentee may internalize feelings of imposter syndrome, they may also internalize a failed mentoring relationship. It is important in this case to work to normalize these feelings, as long as the mentee understands they have to put in the effort. Creating and supporting relationships between people is the most challenging aspect of mentoring programs.
5. No measurements and insufficient feedback
How well is your mentorship program actually working? Without measuring progress or gathering feedback, it’s hard to know if your program is on track. Collect regular feedback from participants, align it with your program’s goals, and adjust as needed to keep the program growing.
There are many ways to measure successes and failures, but it always comes back to our No. 1 suggestion: Preparation, preparation, preparation. A program with predefined missions and goals will have an easier time measuring the outcomes. Gathering feedback from participants as it relates to these goals will have a big impact on determining whether the objectives are being met. Ask questions about how the mentor-mentee relationship is going. Learn about how participants feel about their progress, whether or not they see actual improvements, and if they feel the program is a good use of their time.
6. Lack of training and support
Mentors are people just like you and me. Rarely is someone a “professional” mentor who can be relied on for perfect execution of all things mentoring. A brilliant mind may be a poor mentor. Many people simply do not understand how to mentor, or may be unwilling or unsure whether to ask for help.
It falls on the program itself to provide training and resources to ensure mentors feel just as supported as the mentees they are helping. Program managers should check in with mentees just as much as they do mentors to see if they need assistance. A good program should also have a way for mentors to collaborate and ask each other for advice.
