Mentoring Employees to Improve Business Performance
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udayana_salleh
Oct 6, 2010, 3:34:05 AM10/6/10
to leanonmemas02
Hi everyone,
An article that I like to share with all of you! I think it is very
close to our hearts. please read and comment if you like! See you all
soon!
Regards,
Salleh
As a manager, one of your myriad duties is the professional
development of your employees. Mentoring your employees helps them
perform better, improves morale, and can help your business succeed.
Most employees yearn to grow their skills with the aid of a
knowledgeable, more senior member of their team. Want to take a more
active role in mentoring your staff? Try these tips:
Set the stage for a dialogue. Call a meeting or send an e-mail
informing your staff that mentoring is available. Let them know you
will match them with an in-house mentor who will help them plan how to
reach their career goals. Encourage your employees to think about what
they’d most like to develop with the input of a more senior staff
member. Remind your senior staffers that they, too, can benefit from
the mentoring relationship from the influx of new ideas that can be
stimulated by a junior colleague’s fresh approach to projects.
Buddy up. Consider it a kind of matchmaking — send your staffers and
more senior members, or mentors, off to discuss past experiences and
future goals over lunch or coffee. Pairing those who have fewer years
in the business with those who’ve got a wealth of proven experience is
a great way to get a fresh exchange of ideas flowing. These pairings
needn’t be exactly in line along the hierarchy; all that’s important
is that the two parties can learn something from one another. It's
also a good idea to take personalities into account, if possible, in
matching employees with mentors.
Listen Openly. For one-on-one conversations between junior and senior
staffers, encourage both parties to abandon their preconceptions.
Instead of “right” or “wrong” ways of meeting challenges, encourage
them to approach problems or projects by finding ways that work to
replace ways that don’t. Neutralizing this language promotes an open
dialogue in which both parties' ideas are equally valid. This parity
will encourage the conversation to move freely and ensure that both
the senior and junior staffer emerge with new ideas.
Think Strategically. One of the best by-products of mentoring is the
slew of novel approaches it can engender. Once your staffers have met
to discuss their professional goals and new methods of achieving them,
be open to applying these ideas. They may not always work, but with
patience and perseverance on all sides, successes will be achieved and
staffers will see that their mentoring conversations produce tangible,
actionable results that enhance their performance.
While mentoring may seem at first to be a one-way street, benefiting
the recipient of the mentoring, it invigorates everyone involved.
Mentors are stimulated by the active need for their skills, while they
can learn from the junior employee, who brings a fresh outlook and new
ideas to what might feel like old hat for the senior staffer.
Mentoring can boost communication, inject new ideas into old formulas,
and promote a satisfying, more open work environment — all of which
benefits your bottom line.
Share
An article that I like to share with all of you! I think it is very
close to our hearts. please read and comment if you like! See you all
soon!
Regards,
Salleh
As a manager, one of your myriad duties is the professional
development of your employees. Mentoring your employees helps them
perform better, improves morale, and can help your business succeed.
Most employees yearn to grow their skills with the aid of a
knowledgeable, more senior member of their team. Want to take a more
active role in mentoring your staff? Try these tips:
Set the stage for a dialogue. Call a meeting or send an e-mail
informing your staff that mentoring is available. Let them know you
will match them with an in-house mentor who will help them plan how to
reach their career goals. Encourage your employees to think about what
they’d most like to develop with the input of a more senior staff
member. Remind your senior staffers that they, too, can benefit from
the mentoring relationship from the influx of new ideas that can be
stimulated by a junior colleague’s fresh approach to projects.
Buddy up. Consider it a kind of matchmaking — send your staffers and
more senior members, or mentors, off to discuss past experiences and
future goals over lunch or coffee. Pairing those who have fewer years
in the business with those who’ve got a wealth of proven experience is
a great way to get a fresh exchange of ideas flowing. These pairings
needn’t be exactly in line along the hierarchy; all that’s important
is that the two parties can learn something from one another. It's
also a good idea to take personalities into account, if possible, in
matching employees with mentors.
Listen Openly. For one-on-one conversations between junior and senior
staffers, encourage both parties to abandon their preconceptions.
Instead of “right” or “wrong” ways of meeting challenges, encourage
them to approach problems or projects by finding ways that work to
replace ways that don’t. Neutralizing this language promotes an open
dialogue in which both parties' ideas are equally valid. This parity
will encourage the conversation to move freely and ensure that both
the senior and junior staffer emerge with new ideas.
Think Strategically. One of the best by-products of mentoring is the
slew of novel approaches it can engender. Once your staffers have met
to discuss their professional goals and new methods of achieving them,
be open to applying these ideas. They may not always work, but with
patience and perseverance on all sides, successes will be achieved and
staffers will see that their mentoring conversations produce tangible,
actionable results that enhance their performance.
While mentoring may seem at first to be a one-way street, benefiting
the recipient of the mentoring, it invigorates everyone involved.
Mentors are stimulated by the active need for their skills, while they
can learn from the junior employee, who brings a fresh outlook and new
ideas to what might feel like old hat for the senior staffer.
Mentoring can boost communication, inject new ideas into old formulas,
and promote a satisfying, more open work environment — all of which
benefits your bottom line.
Share
Kamarul
Oct 6, 2010, 10:53:18 AM10/6/10
to leanonmemas02
|
A good article Bang Udayana! I think the challenges most of us will face is the limited time available to create a rapport with our subordinates within a short space of time. Some of the sectors or most of it does not provides us the luxury of time to build the necessary relationships that will ultimately leads to an acceptance of us being a mentor.
Within the short space of time too, we need to identify those who requires mentoring. Not an easy task but also not impossible. What we need is a starter point and for that we might need a mentor ourselves....
Thank you.
Kamarul
-------Original Message------- |
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Michael Derrick Seshasahi
Oct 6, 2010, 11:01:26 AM10/6/10
to leanonmemas02
Hey udayana, It is quite true but both parties must have an objective
goal, if not the direction will be like the "Wau" story. The birth of
an airline which grew from small to big where the direction was a
spot on until the unfavourable weather appeared from underneath.
See you,
Rgds - Mikey
goal, if not the direction will be like the "Wau" story. The birth of
an airline which grew from small to big where the direction was a
spot on until the unfavourable weather appeared from underneath.
See you,
Rgds - Mikey
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