Organisations that have yet to tap into the benefits of mentoring are missing out. For years, mentoring has been a strategy that L&D and HR departments use to improve employee engagement and retention. If you are looking to boost employee engagement, career development support and retention, you should start a mentorship program.
But before talking about mentoring programs, let's answer ‘what is mentoring’ and how it can help your organisation improve its numbers. We'll also discuss the future of mentoring and how you can apply it to your organisation now. Let's begin.
Mentoring isn’t just another training program - it’s a strategic relationship that drives employee development, culture and retention. In this article you’ll find what mentoring really means in the workplace, why your organisation needs it now, and how you can leverage it to build capability, engagement and productivity.
Let's get down to the basics: what is mentoring? The easiest way to describe mentoring is the personal exchange between a mentor and a mentee. It can include various individuals of all ages. But in the workplace, mentoring usually includes a more experienced individual (mentor) and a learner (mentee). The mentor shares professional knowledge and guides the mentees to achieve professional goals that align with the organisation running the program.
Mentoring is neither coaching nor therapy. The mentor empowers the mentee by helping to identify their goals and providing ideas to solve these professional challenges based on the mentor's own experience.
Because they both establish an interpersonal connection, the relationship is more personal and experiential. This approach allows the mentee to have a deeper understanding and motivation, creating a valuable learning experience.
Mentoring is not just a powerful tool for individual career development; it also offers significant benefits to organisations. By fostering a culture of mentorship, companies can enhance employee satisfaction, boost productivity, and ensure long-term success.
Here are the key ways mentoring benefits organisations:
Mentoring in the workplace is an essential tool for professional development, providing employees with the guidance, support, and knowledge needed to advance in their careers. Various types of mentoring programs cater to different needs, helping both mentors and mentees grow and succeed.
Here’s a detailed look at the different types of mentoring commonly found in the workplace:
Traditional one-on-one mentoring involves a senior employee (mentor) being paired with a junior employee (mentee). The mentor shares their experience, insights, and advice to help the mentee develop professionally.
This type of mentoring allows for a deep, lasting relationship where the mentee receives tailored advice and focused attention, leading to significant personal and professional growth.
In peer mentoring, colleagues at similar levels of experience mentor each other. This approach encourages mutual support and shared learning to foster collaboration, solving problems together, and sharing experiences.
Peer mentoring enhances camaraderie, improves communication skills, and collaboration and offers a platform for shared learning and mutual growth.
Group mentoring involves a single mentor working with a group of mentees, providing guidance and support collectively. This method disseminates knowledge to multiple individuals simultaneously, making it efficient and broad-reaching.
Group mentoring offers diverse perspectives, efficient knowledge sharing, and enhanced networking opportunities among participants.
Reverse mentoring flips the traditional model, with a junior employee mentoring a senior employee. The goal is to provide fresh perspectives, particularly in areas such as technology and current trends, helping senior employees stay current.
This type of mentoring promotes adaptability, improves generational understanding, and allows senior employees to gain insights into new technologies and modern workplace trends.
Formal mentoring programs are structured and organized by the company, often with specific goals and guidelines. These programs aim to systematically develop employee skills and support professional growth.
Formal programs provide consistent and measurable outcomes, align with organizational goals, and offer comprehensive support to participants.
Informal mentoring relationships develop naturally without formal structure, often based on mutual respect and interest. These relationships offer spontaneous guidance and support, often evolving organically.
Informal mentoring is flexible and personalized, often leading to more relaxed and genuine interactions.
Traditionally, mentors were exclusive roles for an organisation’s most senior members. Today’s mentoring programs, however, have broken this stigma. Anyone can be a mentor, especially in reverse mentoring programs. Organisations are also breaking down the traditional stereotype by opening the role to solve diversity, equity, and inclusion issues.
In the past, employees had to do these to find someone who could mentor them:
Fortunately, Brancher offers a formal mentoring program for organisations to adopt in the workplace. With the mentoring software in place, the program administrator can choose how mentors and mentees get matched:
By using mentor-matching software, program administrators get to minimise unconscious bias in picking out pairs. Brancher is the only mentoring software worldwide to match based on personality and values – the biggest predictors of mentoring success.
While we can’t guarantee a 100% perfect match every time, you get the most evidence-based matching approach worldwide resulting in over 98% matching satisfaction.
Starting a mentoring program can significantly benefit personal and professional growth, especially within a business or enterprise setting.
Here are the initial steps to launch your mentoring program:
Effective mentor-mentee matching is crucial for successful mentoring relationships and overall program success. Traditional pen-and-paper matching methods are not only tedious but also limit the program's scalability and, as earlier mentioned, can cause unconscious bias leading to poorly matched mentor-mentee pairs.
Brancher’s mentoring software is an industry-leading solution that gets results. Our average matching satisfaction is over 90%, with some customers at 100%, thanks to our mentor matching software. Call us today to book a demo and see our mentoring software in action.
If you're still figuring out whether your organisation needs mentoring, how to structure your program and measure its success, make sure to download our Mentoring Handbook by filling out this form.
Do you need more tips to start a mentoring program? Download our free checklist guide to help you out.
Mentoring is a structured, trusted relationship where a more experienced person (the mentor) supports someone less experienced (the mentee) to grow, learn, and navigate their career. It’s not about giving advice from a pedestal- it’s about sharing lived experience, opening networks, and helping the mentee think differently. The best mentoring relationships focus on both professional skills and personal growth.
Because mentoring builds capability faster than almost any other development tool. Research from Deloitte shows that organisations with strong learning cultures are 92% more likely to innovate and 46% more likely to be first to market. Mentoring improves engagement, retention, and leadership readiness - all while strengthening culture and connection across teams. It’s not a “nice-to-have”; it’s a strategic advantage.
Training teaches you what to do. Coaching helps you perform better at a specific task. Mentoring goes deeper - it connects knowledge with context. Mentors share lessons from real experience, not just frameworks, helping mentees build confidence and judgement. It’s long-term, relationship-driven, and focused on the person, not just their performance metrics.
Everyone does; but especially emerging leaders, new hires, and employees from underrepresented groups. Mentoring helps high potentials accelerate their growth while giving experienced staff a way to give back and develop leadership skills. When done at scale, mentoring creates stronger internal networks, better succession planning, and a culture that actually retains talent.
Start with purpose, not paperwork. Define why mentoring matters to your organisation: whether it’s leadership development, inclusion, or retention. Then use mentoring software like Brancher to match participants based on goals, values, and learning style. Build structure around it: training for mentors, clear milestones, and ways to measure impact. That’s how you move from ad-hoc pairing to real cultural change.