CAREER Q & A
Mentoring
Q:
What’s the best way to mentor the junior staff.
We need a new system in teaching the newbies in our organization.
- Sunny Side-Up, Pasig
City
A:
Mentoring is just another term for the buddy system. The
Japanese for example has their own version of this: the
context of senpai-kohai (junior-senior) relationship that
ensures a friendly working relationship between an expert
and a rookie.
Mentoring is an effective
approach for helping new employees adjust to his corporate
environment. This period of technical adjustment is the
employees’ handicap since they’re pressed
for a short period of time (usually three months) to contribute
to the organizational objectives. Another purpose is for
them to be objectively assessed within a six-month probationary
period.
Mentoring has a lot
of benefits: 1. it assigns a ‘host’ who can
welcome the newbie, especially when the supervisor is
to busy to spend time to entertain the employee 2. questions
on the job will be answered by a friend.
Maximize this system
by doing the following: 1. assign a mentor on the basis
of similarity regional background, university orientation
or gender 2. give an incentive to everyone who participates
in the mentoring program 3. set up a periodic meeting
with both the mentor and his or her charge to follow-up.
Remember, mentoring
is only the ladder to gather fruit from the tree of knowledge
and experience. It is not the fruit itself.
R.A.H. Elbo
is the managing advisor of Kairos Management Technologies
and acting president of Kaizen Institute of the Philippines,
both consulting and training companies.
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