Mentoring helps people as well as organizations:

To engage employees in a disciplined review of their performance and overall organizational talent

Bring HR systems into alignment

Assure continuity of key positions

To develop an efficient workforce, by enabling decision makers to look at the future performance levels of the employees and organization.

To assure new managers are prepared for their jobs

To focus on organizational effectiveness

Avoid daily work-related as well as transition problems

Mentoring should:

motivate the mentee

invite active participation of the mentee

provide continuous and constructive feedback

fulfil purpose of mentoring to meet organizational goal

fulfil purpose of mentoring to meet organizational goal

provide opportunities for applying mentoring advice

Include On-the-Job Training (OJT) opportunities

try to include away-from-the-job training opportunities

include a proper & effective implementation of mentoring plan

be delivered in an open, efficient and consistent manner

An efficient mentoring process provides support from both inside and outside. It needs to meet the individual needs of its mentees in order to achieve the organization’s goals. A mentor needs to acknowledge the hard work of mentees and appreciate them in front of others. Give them their due credit. Make them feel important. Every mentee expects his/her mentor to be polite with him/her. Lend a sympathetic ear to their difficulties in learning and performing and help them whenever possible