Workplace Mentoring Programs

Deloitte surveyed 809 Indian professionals. Nearly half of young employees feel abandoned by their managers. The 2025 Deloitte Survey reveals something uncomfortable:  📌62% of Indian Gen Zs and 56% of millennials want active mentorship from managers.  📌But only 44% and 47% actually receive it. 📌85% of India's young workforce engages in weekly upskilling. They're not waiting around. They're aggressively developing capabilities, with 94% of Gen Zs and 97% of millennials prioritising hands-on learning over theory. In my experience, it’s usually the top performers who crave guidance the most. Without it, they hit a ceiling early, make avoidable mistakes, and start looking for managers who’ll actually invest in them. Here’s what’s worked in my experience: 1. Make mentorship a KPI for managers. Tie it to their performance goals, not just project outcomes. 2. Pair new managers with senior mentors. Good mentorship starts with leaders who’ve been mentored themselves. 3. Create visible growth paths. If employees can’t see what’s next, they’ll assume there isn’t a “next.” 4. Hold skip-level conversations. Sometimes, employees open up only outside their reporting line. 5. Reward managers who grow people, not just results. That’s how you build a culture that retains high performers. The companies that build this discipline don’t just keep talent, they compound it. The ones that don’t keep wondering why their best people leave first. How are you ensuring your best talent gets the mentorship they're seeking?

Despite the cultural and language barrier — with 90% of the team primarily speaking Russian — last year, I tested a 'reverse mentoring' program within our organization. I recognized the invaluable insights and digital fluency of our younger members and facilitated structured sessions where they mentored senior executives. It started with informal coffee meetings and progressed to virtual sessions where ideas flowed freely over collaborative digital platforms. The results were remarkable: our senior leaders gained technical knowledge and a fresh perspective on innovation and market dynamics. Simultaneously, our junior colleagues felt empowered and appreciated, their confidence growing with each session. This initiative not only boosted team morale but also fostered a more inclusive workplace culture where creativity and mutual respect flourished naturally. My recommendation? GO FOR IT! Cognitive biases like the Dunning-Kruger effect, for example, really can hinder organisational success by limiting openness to new ideas and technological advancements. Yes, it affects the bottomline big-time. As industries evolve rapidly, fostering this sort of exchange of knowledge becomes essential for maintaining agility and staying ahead in competitive markets.

In 2017, I was working as an HR consultant for a client company. It was a mid-sized company. We were going through a period of rapid growth, and our team was constantly hiring new employees to keep up with the demand. Amidst this, I noticed that despite our efforts to integrate new hires, many of them were struggling to feel connected and engaged. One afternoon, I received an email from a recently hired software engineer who felt isolated and unsure about his role in the company. This email was a wake-up call for me. I realized that our onboarding process, while efficient, lacked a personal touch. Determined to address this, I initiated a new program called "Buddy System." Each new hire was paired with a more experienced employee who would act as their mentor and friend. The buddies were encouraged to have regular check-ins, share lunch, and participate in team-building activities together. The results were incredible. New employees started feeling more welcomed and supported, and their integration into the team became smoother. Employee engagement scores improved, and our retention rates increased significantly. From this experience, I learned several key lessons: 1. Personal Connection Matters: Beyond the formal onboarding process, fostering personal connections can make a huge difference in how new employees feel about their workplace. 2. Mentorship is Valuable: A buddy or mentor can provide guidance, support, and a sense of belonging, helping new hires navigate their new environment more confidently. 3. Continuous Improvement: Always be open to feedback and willing to make changes. What worked yesterday might not work today, and there’s always room for improvement. 4. Employee Engagement is Key: Engaged employees are more productive, happier, and less likely to leave. Investing in programs that enhance engagement pays off in the long run. In the fast-paced corporate world, it's easy to overlook the human aspect of HR. But remember, the success of any company lies in the well-being and engagement of its people. #EmployeeEngagement #Onboarding #HRManagement #WorkplaceCulture #EmployeeRetention

Remember the mentor who quietly showed you the unwritten playbook of how work *actually* works? So, um, where does that happen these days? #Mentoring used to happen organically. You’d see someone like you, or catch a vibe in the “before and after” of a meeting. They would share a look across the room and you'd know: pothole ahead. Now, meetings are on Zoom with little side chatter. If you are in the office, people leave earlier, eyes down on email as they walk the hall. And yet, we all know how critical those early #mentors were - to teach the unspoken norms of work, to advocate for us when we weren’t in the room. ✋ The way we work has changed; the way we mentor has to change too. Just came across this great case study on the power of mentorship from IBM, below. No branding blitz or splashy campaign - just intentional infrastructure: opt-in but systemic (Keep Company style), not performative but quietly reshaping culture. Through more meaningful mentorship pathways, between 2018 and 2023, IBM saw women in tech roles grow from 26% to 31%, and people of color in executive roles rise from 23% to 30% - even through pandemic layoffs, when most companies lost ground. More broadly, data across 800 companies shows mentoring is the single most effective diversity booster. The interesting thing is that the goal wasn't even diversity! It was performance. We're thinking a lot about how to not leave #mentorship up to chance amidst new ways of working at Keep Company. With five generations in the workforce, and enormous gaps in expectations, effective mentorship feels like a new non-negotiable.

You're losing talent despite offering competitive salaries. Meet a client who transformed their employee retention strategy. → Tech company → 150 employees → 35% turnover rate Despite market-competitive compensation, they were hemorrhaging valuable team members. They had three critical issues: 1. Limited career development opportunities 2. Lack of meaningful recognition 3. Poor work-life balance Here's what we discovered: Their top performers weren't leaving for more money—they were leaving for better cultural fit and growth potential. When we began working together, they had: → Basic training program → Annual review process → Standard benefits package The situation demanded immediate attention. Here's what we implemented: → Created personalized development paths for each employee, with clear milestones and advancement opportunities. → Introduced flexible working arrangements and comprehensive wellness programs. → Established a peer recognition system and quarterly achievement awards. → Developed mentorship programs pairing senior leaders with emerging talent. The results? → Turnover rate dropped to 12% within 18 months → Employee satisfaction scores increased by 45% → Internal promotions rose by 60% The most significant change? Their culture transformed from "work to earn" to "grow to succeed." Employees now feel valued, supported, and excited about their future with the company. The leadership team reports higher productivity and improved team dynamics. If you're struggling with employee retention and want to create a workplace where talent thrives, message me "RETAIN" and let's discuss your company's specific needs.

From Identifying the Right People to Sustaining a Culture of Growth In my last post, I shared why leadership mentoring is one of the smartest ways to grow talent and strengthen your organization. But here’s the question many leaders ask next: “Where do we start?” You don’t need a massive HR initiative or outside consultants to begin. You just need the right people, clear structure, and a culture that values growth. Here’s how to make it work. Step 1: Identify the Right Mentors Experience alone doesn’t make a great mentor — mindset does. Look for leaders who: ·      Genuinely care about developing others ·      Listen well and share honestly ·      Provide accountability with empathy ·      Model the kind of leadership you want repeated These are the people who turn lessons into legacy.   Step 2: Choose the Right Mentees A great mentee is curious, proactive, and humble. They ask good questions, seek feedback, and act on it. If you already know a few people who fit that description, you’re halfway there.   Step 3: Build a Simple, Scalable Process Start small — but start with intention. Communicate the value. Share stories of how mentoring drives success. Set clear goals. Know what “growth” looks like for your organization. Match thoughtfully. Pair mentors and mentees based on strengths and aspirations. Support the process. Provide time, tools, and space for it to thrive. Evaluate and celebrate. Capture feedback and spotlight success stories.   Step 4: Learn and Adapt No program is perfect at launch. Gather feedback, adjust your approach, and share outcomes to keep energy high. Mentorship thrives when it becomes part of your culture — not just another HR initiative.   Final Thought When you invest time in mentoring, you’re not just developing people — you’re developing the future of your organization. Question for you: Have you launched (or considered launching) a mentoring program in your organization? What worked — and what lessons did you learn along the way? #LeadershipMentoring #TalentDevelopment #SuccessionPlanning #FutureLeaders #OrganizationalGrowth  

🚀 New Podcast Alert: Revolutionising the Workplace through Reverse Mentoring on Michael Glazer's Humans at Work Podcast🎧 In this episode, I had the pleasure of diving deep into the transformative world of reverse mentoring with Michael Glazer. 🌈💡 We explored its vital role in sparking innovation and bridging the generational gap, laying down the framework for a more inclusive and expressive corporate culture. 🌟 Highlights: - Innovating Leadership: Discover how reverse mentoring is reshaping the way we think about leadership and inclusion, directly from my experiences and insights. 🌱🤝 - Implementing Change: Step-by-step guidance on how to introduce effective reverse mentoring programs that lead to organizational transformation. 🛠️💼 - Overcoming Challenges: We tackle the common misconceptions and hurdles in reverse mentoring and Diversity, Equity, and Inclusion (DEI), and how to surpass them for better outcomes. 🚧🔄 - Trust and Success: Unravel the pivotal role of trust in the success of reverse mentoring programs, including tips on how to assess and build this crucial element. 🔒💖 - Choosing Participants: Criteria for selecting the right mentors and mentees for pilot programs, ensuring the foundation is set for success. 🎯👥 - Psychological Safety: The importance of establishing a safe space for meaningful mentorship interactions and how it can dramatically enhance the relationship. 🛡️💬 - Enhanced Communication: How reverse mentoring can improve workplace communication and connections, fostering a more united team. 🗣️👂 - Sustaining Impact: Strategies to ensure that reverse mentoring programs remain vibrant and effective through leadership commitment. 🔥🌟 Join us in this enlightening conversation as we navigate the ins and outs of reverse mentoring, offering practical advice and insights for anyone looking to make a real difference in their workplace. Let's create a more inclusive, understanding, and innovative work environment together. 🏆🤗 #ReverseMentoring #InclusiveLeadership #WorkplaceInnovation #Leadership #Podcast #HumansAtWork https://lnkd.in/e7pnDCxY

It's been almost three weeks since I started a mentoring circle as part of the #MentorMe initiative at HCLTech. This program brings passionate mentors and mentees together, creating an incredible platform for growth and development. Let me explain why. 1) Widen Your Circle of Influence: The platform connects like-minded individuals, encouraging bonds beyond work areas. This mutual learning environment fosters a growth spiral that enhances your professional journey. 2) Celebrate Diversity: Our small but diverse group includes: ☑ A member returning after a career break who loves planning ☑ A senior HR leader who champions all things HR and diversity ☑ A Customer Service Professional eager to grow in value creation ☑ A senior management trainee on her first job, passionate about travel, marketing, and CSR ☑ A Service Delivery professional focused on Personal Finance and wanting to focus on building a personal brand ☑ A sales leader and a project management specialist 3) Structured Learning Process: Initially unsure how to proceed, I soon realized the importance of preparation. Each session now includes well-structured thoughts, presentations, reference materials, and everything needed to maximize participant benefit. 4) Beyond Self-Paced Learning: While self-learning is valuable, the #MentorMe program taught me the power of invested learning. Tailored sessions cater to our group’s diversity, offering a personalized, coaching-like experience that surpasses one-size-fits-all learning. 5) Commitment Required: Despite professional obligations, our group remains dedicated to learning and growth. This commitment highlights the program's impact and potential to make a significant difference. Have you been a mentor or a mentee? Share your experience from mentoring in the comments below 👇 --------------- 👉 Hi there, I'm Vineet, a passionate marketer at HCLTech and India's First and Only Musical Motivational Speaker🎸. 💡 I'm here on LinkedIn to build a community that creates hope, ignites purpose, and rekindles the belief that a better world is possible. 🔔 Follow me ➡️Vineet Tandon⬅️for posts that help you find your spark and supercharge your potential! 

📣 I've had dozens, nay hundreds, of conversations with employees. Other than compensation, guess the most common source of frustration across the board? A lack of growth opportunities. So let's give the people what they want. Here are 4 steps to give your people the career development they deserve 👇 📈 1. Invest in leveling your employees to build career pathing. When setting job levels, consider role scope and impact. Here's a common structure: • Individual contributors (IC) • Management (M) • Executives (E) • Within each of those groups can be levels 1 - 10 Each level will have distinct operating criteria. BTW: your job descriptions should also be mapped to these distinct levels for hiring! Share your leveling structure and outline clear conversations about what it takes to get to the next level. 👑 2. Create a leadership development program. Investing in internal talent has massive benefits like higher engagement (yes!!) and lower turnover. AND having an internal talent pipeline to tap for future leadership opportunities is a game changer. 🤝 3. Set up a mentorship program. A great mentor can be powerful and life changing for employees. I know it has been for me! Much like a leadership development program, a mentorship program benefits not only the employee but the whole org. Not to mention, mentors benefit, too. Win-win for all. In a nutshell, here are 5 basic steps to kick off your mentorship pathing: 1. Design a program template 2. Rally your participants 3. Match mentors with mentees 4. Guide relationships 5. Measure the impact 🤬 4. Ensure your managers are giving meaningful feedback. According to a recent study only 50% of managers felt confident in their ability to deliver feedback. One interpretation: make your managers practice giving feedback. Hopefully the more they do it, the more comfortable they'll be. 🏀 We're training the Michael Jordans of feedback! Employees with a growth mindset will embrace the opportunity to get feedback. Set up your managers in delivering quality, UNBIASED feedback. Might be easier said than done... Need more help? Then this newsletter is for you: https://lnkd.in/e8CUvf5d #hr #growth

Last week, I met the team of Orah Nutrichem Pvt. Ltd. to conduct an ‘𝐎𝐫𝐢𝐞𝐧𝐭𝐚𝐭𝐢𝐨𝐧 𝐬𝐞𝐬𝐬𝐢𝐨𝐧’ of the mentoring journey I will be facilitating for their them. These are one-to-one sessions wherein people from cross functional roles will interact with me about their aspirations, challenges, fears, dreams, and I will be handholding and guiding them in this journey. I will also be wearing the hat of an ‘enabler’ and ‘friend’ where a safe space will be provided for them to share their thoughts and feelings. This is going to be a year long journey, with meeting each one of them once, every month. The benefit of this type is in relationship approach and connection. A mentor and mentee can focus on the exact development needs of the mentee and, as a result, speed up the entire growth process. One-on-one mentoring is also suitable for succession planning. In the words of the Director, Rohit Dubepatil “I want to have this program so that it helps build individuals to their highest good’. People will receive salaries every month, however if they can benefit from a sounding board to grow themselves further, the purpose of this program is achieved.’ When organizations decide to 𝐢𝐧𝐯𝐞𝐬𝐭 𝐢𝐧 𝐚 𝐦𝐞𝐧𝐭𝐨𝐫𝐢𝐧𝐠 𝐩𝐫𝐨𝐠𝐫𝐚𝐦, the benefits are multifold: 1)  A mentorship program can inspire or challenge participants to get outside their comfort zone and learn something new. Being in a mentor/mentee relationship can also improve job satisfaction, as 90% of employees with a career mentor reported being happier at work. 2)  Mentoring can expand a mentee’s professional network as mentors often introduce mentees to other professionals to facilitate opportunities for organizational collaboration, and career advancement. 3)  Mentees can become aware of their own emotions and build up their EQ. By sharing their fears, challenges and struggles in a safe space provided, they get an opportunity to reflect, challenge and check emotions which help them and hinder them. 4)  Mentors can provide fresh insights into a situation, process, or business from a different angle. Mentees can learn how to do something for the first time, gain a better understanding of the business, launch new projects, organize the work of a department, and much more. 5)  Mentorships are an engaging way for mentees to learn more about leadership, making decisions, growing businesses, or managing departments. In the long run, the mentee can adopt the mentor’s leadership style, while mentors can use their mentorship experience to improve and practice their leadership skills. 𝐃𝐨 𝐲𝐨𝐮 𝐰𝐚𝐧𝐭 𝐭𝐨 𝐢𝐦𝐩𝐥𝐞𝐦𝐞𝐧𝐭 𝐚 𝐦𝐞𝐧𝐭𝐨𝐫𝐢𝐧𝐠 𝐩𝐫𝐨𝐠𝐫𝐚𝐦 𝐢𝐧 𝐲𝐨𝐮𝐫 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧? 𝐋𝐞𝐭’𝐬 𝐡𝐚𝐯𝐞 𝐚 𝐜𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧. #MeetaMeraki #Mentoringprogram