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4 Ways to Be a Better Mentor to Your Employees

Being A Great Mentor

Being an effective mentor for employees can help them hone their talents and skills, as well as make them feel more connected and involved in the organization.

When employees get personalized help and attention, they work better and stay longer.

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4 Ways to Be a Better Mentor to Your Employees

4 Ways to Be a Better Mentor to Your Employees

https://www.inc.com/young-entrepreneur-council/4-ways-to-be-a-better-mentor-to-your-employees.html

inc.com

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Key Ideas

Being A Great Mentor

Being an effective mentor for employees can help them hone their talents and skills, as well as make them feel more connected and involved in the organization.

When employees get personalized help and attention, they work better and stay longer.

Find a unique connection

Build and maintain a unique connection with the employee, using your listening skills and attention to detail. Avoid the one-size-fits-all approach.

Assign Peer Mentors

Make other people who are good at a particular task mentor the newcomers for on-boarding, reducing your load and helping the new joiners. This also builds trust among the mentors, making it a win-win situation.

Constructive Criticism

Offer and encourage constructive criticism and advice. Appreciate the hard work done and then discuss the area of improvement(s).

Stay productive and on-topic while providing feedback, and provide clear steps for improvement.

Empathy

Being empathetic goes a long way in building relations.

Remember your employees are facing complicated life problems of their own, and as their mentor and leader, you have to ensure you give them the help, time and resources to get their work done.

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Personal Connection

A sense of connection and belonging are sentiments that are helpful for building “affective trust” – a form of trust based on emotional bond and interpersonal relatedness.

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Dynamic Icebreakers

If your icebreaker questions are intriguing, cheeky, humorous – the answers you receive will be, too.

Many remote teams will kick off their weekly meeting with an icebreaker question or insert it during their morning stand-up meeting. Even more popular is asking a series of icebreaker questions during the onboarding process when hiring someone.

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Find a matching mentee

If you decide on becoming a mentor, you might want to consider choosing a mentee who shares your interests. It will make everyone's life easier. Moreover, you will also be able to provide more ...

Building effective mentoring relationships

Mentoring requires having a clear idea of how the sessions themselves are to happen. 

Make sure that from the very beginning you communicate to your mentee exactly how all is going to take place: how often, where, how, etc. Get to know the other and use all the means you dispose of in order to help him or her reach the desired goal.

A mentor's real purpose

More than giving directions, a mentor is supposed to provide the so-called pieces of supportive advice, which will enable the mentee to make up her or his mind, based on their own beliefs.

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Finding happiness at work

Not only is it possible to find happiness at work, but that doing so is unambiguously good. 

Happier employees do better on all fronts, from day-to-day health to productivi...

Portrait of people who are happy in life
  • They have an easy time feeling good and recovering from adversity
  • they have close, supportive social connections
  • they believe that their presence in the world matters.
4 key pillars of happiness at work
  1. Purpose. Our purpose is a reflection of our core values, and we feel more purposeful at work when our everyday behaviors and decisions are aligned with those values.
  2. Engagement. Prioritise some fun. Take ownership of decisions that affects you. Adopt a flow at work.
  3. Resilience. The ability to handle, adapt to, and productively learn from setbacks, failures, and disappointments.
  4. Kindness. Being kind at work involves treating others with dignity and respect, extending empathy and compassion, practicing gratitude, and constructively managing conflicts.