When it comes to choosing an approach to mentoring, you might need to decide between formal vs. informal mentoring. But what is the difference between the two?
The phrase, “No man is an island,” is one of the most quoted phrases by the English poet, John Donne in 1624. It continues to be relevant today as it proves that humans have a natural need to be part of a community to thrive. In a professional setting, humans naturally have someone they look up to. These individuals motivate them to be better at their work or in their personal lives.
This phrase is evident in the case of mentoring, whether formal or informal. But what is the difference between these two types of mentoring relationships? Why don’t informal mentoring programs work and produce the best results? Let’s talk about this in the article below.
Formal vs Informal Mentoring: What’s the Difference?
We’ve repeatedly talked about the benefits of mentoring in previous articles. But when it comes to establishing a mentoring program in the workplace, program administrators have to choose between a formal and informal structure.
In a nutshell, an informal mentoring relationship can happen organically between individuals without even realising they are in one. These relationships often develop unintentionally from workplace activities. They tend to be more spontaneous and driven by the relationship of the two participants.
Meanwhile, a formal mentoring program is well-organised and initiated by the organisation. They are intentionally formed by a program administrator using a clear mentoring strategy. Both can be beneficial. However, informal mentoring is not always the right fit for organisations. Here’s why.
Why Informal Mentoring Programs Don’t Always Work
- Not everyone will be able to find a mentor - While people acknowledge that mentorship is beneficial, it’s surprising to know that less than 40 percent have a mentor. This is particularly the case with introverted employees, who feel intimidated and overwhelmed by the process of approaching a potential mentor. New employees also share this dilemma as they do not have as much social capital or network in the workplace.
- Favouritism and bias may occur - People who are already highly visible or known are more likely to receive mentoring than those who don’t engage as much. Bias can also play a role in pairing up individuals who will choose someone similar to them. The mentorship relationship may not produce the best results since the mentors won’t challenge the mentees.
- No accountability - Informal mentorship programs do not bind the participants by a set timeline. While this also means that the participants can be more flexible with their schedules, it also gives them less motivation to complete the program.
- Results are harder to track - Ongoing monitoring is vital to measure the success of the program. Without monitoring, there’s no telling whether the program is really helping the participants or not.
- No support from program administrators - In an informal mentoring program, no one supports the paired relationship as an external party. This can often lead to potential issues in times of difficult conversations. In a formal program, the program administrator provides resources and training to participants. Without it, they can feel stuck and decide to end the relationship prematurely.
While informal mentoring is beneficial for individuals, the results are mixed and unclear for the organisation. The results of a mentoring program are much stronger when more people participate and the executives support it as part of the organisation’s strategy. An organisation can best achieve the benefits of mentorship through formal mentoring.
Why Formal Mentoring is Best for the Workplace
Here are some reasons why formal mentoring is the best option in the workplace:
Gives Equal Opportunity for Everyone
The mentoring program will no longer be limited to extroverted individuals and those with more connections in the workplace. It is also not limited to employees who are in the workplace since remote employees can take part in it too.
The program administrator acts as the recruiter for the role of the mentor and mentee. They will look for the right candidates who are determined to fill each role. The program also allows employees to network with other employees whom they have never been introduced to.
Offers Structure to the Program
Since there is an administrator, the mentors and mentees can get the support they need from the program. The mentee’s goals are not the only thing that drives the relationship but the business’ objectives too. A more structured framework is available to the participants as they go through the program.
With the administrator’s help, the participants can establish a Mentoring Agreement that guides them throughout the mentoring journey. They can focus more on the mentorship and have a set timeline to abide by.
Allows Results to be Tracked
Administrators can keep track of the effectiveness of each paired participant. They can conduct health checks throughout the program to gauge how well and how often the pair is meeting. It also gives them a chance to evaluate each pair and how they relate to each other.
These metrics allow the administrator to see mentoring’s real impact on employee advancement, satisfaction, and retention. They can further use the data to improve the program for future participants.
How Brancher Helps You Launch a Formal Mentoring Program
Our mentoring software comes with the right tools you need for a formal mentoring program. We provide our matching tool to help eradicate unconscious bias in pairing mentors and mentees to lessen the risk of errors.
Another tool that comes in handy is our Comprehensive Reporting dashboard where you can keep track of each paired participant’s meeting frequency, satisfaction rates, pair activity, and many more. Give us a call today to see our mentoring platform in action.
Sources:
1. Seffusatti, Nina. (May 20). Guide Collective. “No Man is an Island”: The Power of Community. https://www.guide-collective.com/gc-magazine/no-man-is-an-island-the-power-of-community
2. Comaford, Christine. (2019, July 5). Forbes. 76% Of People Think Mentors Are Important, But Only 37% Have One. https://www.forbes.com/sites/christinecomaford/2019/07/03/new-study-76-of-people-think-mentors-are-important-but-only-37-have-one/?sh=274f9f014329