How to Restart a Mentoring Program That Has Become Dormant

There’s always something about a new year that brings about hope for many people. It may be a new goal for the upcoming year or a new outlook in life… whatever it is, the new year always brings promise for a fresh start. 

The same is true with some organisations that run mentoring programs. While there are those who are able to complete a mentoring program with full enthusiasm, some lose track and the program falls apart along the way. 

The participants lose interest and start to miss scheduled meetings with their mentors/mentees. Some even resort to ghosting their mentor/mentee completely because they’ve gotten busy with their jobs and don’t see the value of the program.

If you are a program administrator hoping to restart a mentoring program, you’ve come to the right place. In this article, we’ll help you get back on track and provide a fresh set of ideas on how you can reset your program. Let’s dive in. 

Why Do Mentoring Programs Lose Momentum In The First Place? 

Mentoring programs are instrumental in fostering professional development and enhancing employee satisfaction. However, several factors can cause these initiatives to lose momentum. Key reasons include:

• Lack of Clear Objectives: Without well-defined goals, mentoring programs can become directionless, leading to disengagement among participants. Establishing specific objectives is crucial for guiding both mentors and mentees effectively. 
• Inadequate Training for Mentors: Mentors often receive insufficient preparation, impacting their ability to provide effective guidance. Comprehensive training is essential to equip mentors with the necessary skills for successful relationships. 
• Poor Matching of Mentors and Mentees: Inappropriate pairings, based solely on seniority or department, can overlook critical factors like personality compatibility or specific development needs, leading to unproductive relationships. 
• Lack of Support from Senior Management: Without backing from top leadership, mentoring programs may be undervalued, resulting in reduced participation and resource allocation. Active endorsement from senior management is vital for program success. 
• Insufficient Monitoring and Evaluation: Failing to track progress and outcomes can prevent timely interventions and improvements, causing programs to stagnate. Regular assessments help in refining the mentoring process and maintaining engagement. 

Addressing these challenges through strategic planning, proper training, thoughtful matching, leadership support, and continuous evaluation can revitalise mentoring programs, ensuring they remain effective and beneficial for all participants.

RELATED: Top Reasons Why Mentoring Programs Fail 

Why Poor Mentoring is a Problem

According to research, poor mentoring can be more detrimental to employees than having no mentoring at all. Instead of launching a program that will improve the wellbeing of your workforce, it can backfire and cause more problems– especially on the very objectives that convinced you to launch a mentoring program in the first place. 

Some of the problems that a poorly executed mentoring program brings include: 

• Lack of Guidance and Development: Poor mentoring often results in mentees receiving inadequate or unclear guidance. Instead of gaining insight and direction, they may feel confused, unsupported, and unsure about their goals. This lack of meaningful development can hinder their progress, leading to missed opportunities and a stagnation of skills.
• Erosion of Trust and Confidence: Effective mentoring relies on a foundation of trust and mutual respect. When a mentor fails to engage meaningfully or demonstrates indifference, mentees may feel undervalued or dismissed. Over time, this erodes their confidence, making them less likely to take initiative or pursue challenging opportunities.

• Negative Workplace Culture: In organisational settings, poor mentoring contributes to a toxic or disengaged workplace culture. Employees who are inadequately mentored often feel disconnected, which can affect team morale and productivity. A lack of effective mentoring also undermines succession planning, leaving organisations vulnerable to knowledge gaps when experienced staff move on.

• Perpetuation of Bad Practices: When mentoring is poor, it can perpetuate harmful practices or outdated methods. Mentees may adopt unhelpful habits or attitudes from their mentors, creating a ripple effect that influences future interactions and workflows. This can stifle innovation and creativity within teams or industries.

• Impact on Mental Wellbeing: Mentorship is often a source of support and encouragement. When this support is absent, it can negatively impact the mental wellbeing of mentees. Feelings of isolation, frustration, or inadequacy can arise, leading to burnout or disengagement.

• Missed Opportunities for Diversity and Inclusion: Effective mentoring is a key driver of diversity and inclusion, providing underrepresented groups with the support and advocacy needed to thrive. Poor mentoring exacerbates inequalities, limiting opportunities for those who may already face systemic barriers.

How to Restart a Mentoring Program That Has Lost Momentum

When a mentoring program loses momentum, its effectiveness diminishes, leaving participants disengaged and disillusioned. Restarting a stale mentoring program requires a thoughtful and strategic approach to reignite enthusiasm, rebuild trust, and ensure its sustainability. 

Here’s what you can do to reset your mentoring program:

1. Evaluate the Current State

Before making changes, assess why the program went stale. Consider the following questions:

• Are mentors and mentees aligned in their expectations?
• Have there been gaps in training or communication?
• Are the program’s goals and structure still relevant?

Gather feedback through surveys, interviews, or focus groups to identify specific pain points.

2. Revisit the Purpose and Goals

A mentoring program needs clear objectives to succeed. Reassess its mission and ensure it aligns with organisational priorities and participants' needs. Update goals to reflect changes in the workplace, such as new skills, technologies, or diversity and inclusion initiatives.

3. Redesign the Program Structure

Simplify or adapt the structure to make it more engaging. Changes might include:

• Introducing flexible mentoring formats (e.g., one-on-one, group, or peer mentoring).
• Establishing shorter-term mentorship cycles for specific goals.
• Incorporating virtual mentoring options for remote participants.

4. Provide Training and Support

Equip mentors with the skills and resources needed to succeed. Offer training on:

• Effective communication and feedback.
• Setting realistic expectations.
• Addressing challenges in the mentoring relationship.

5. Create Better Matches

Poor mentor-mentee pairing often leads to program dissatisfaction. Use matching tools or criteria based on shared goals, interests, and expertise to create more meaningful connections.

6. Infuse Energy with New Initiatives

Introduce fresh elements to reinvigorate interest, such as:

• Guest speakers or workshops.
• Networking events for mentors and mentees.
• Recognitions or rewards for outstanding mentoring contributions.

7. Improve Communication and Engagement

Regular check-ins keep the program dynamic and ensure participants feel supported. Use newsletters, progress tracking tools, or forums to foster ongoing interaction.

8. Measure and Celebrate Success

Track outcomes using metrics like employee retention, skill development, or participant satisfaction. Share success stories to demonstrate the program’s value and inspire continued participation.

9. Seek Leadership Support

A mentoring program thrives when leadership actively endorses it. Engage leaders as mentors or champions, and involve them in promoting the program’s benefits.

10. Iterate Based on Feedback

Make continuous improvement a priority. Regularly solicit feedback from participants and adjust the program to meet evolving needs.

By taking these steps, you can breathe new life into a mentoring program, transforming it into a powerful tool for development and engagement.

Let Brancher Help Reset Your Mentoring Program

One of the best ways you can restart your mentoring program is by using a mentoring software with the right tools for evaluation and matching. Brancher has equipped its program administrators with the mentoring tools needed to automate processes and provide a real-time snapshot of the progress between the paired participants. 

With Brancher, you don’t have to do things manually and from scratch. Give us a call today to learn how we can help revive your mentoring program.