A lot of organizations have a system of mentoring in which an experienced worker imparts her experience and experience to a less skilled worker. In some instances it is possible that a mentor will be appointed by management, or the relationship could be informal. While mentorship can provide many benefits, some potential negatives should be considered.
Advantage: Ease of Acclimatization
The benefit of mentorship is that it can help get a new employee used to the role and the organization. Through having one “go to” person who can answer questions, discuss situations and learn about the intricacies of the organization and the workplace, the student can become an effective member faster and never feel that there is no one to turn to for help. If the mentor is as a supervisor or is required to rely on the accomplishments of his person he mentors to achieve certain goals He can ensure that the mentee is properly trained.
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Disadvantage: Mismatched Pair
The potential drawback is that when the mentor-mentee connection is forced, as the situation where a supervisor has to assign one of their employees with previous experience teach new employees there is a chance that the two people don’t meet or that the mentor may feel that he does not have enough time to do the job while also performing the duties of his job. The tension between the two can cause harm and make the student feel like it’s not a welcomed as a new employee to the company. If that happens finding a new mentor could aid all parties.
Advantage: A sense of achievement
The mentee will experience the feeling of accomplishment due to the mentor’s comments and evaluation of his performance. The mentee’s desire to win the trust of the mentor could serve as a motivational factor to strive to improve his performance. The mentor will feel satisfied because she knows she’s helping a person and feel a sense of pride of her achievements. For a mentor who has already had a good amount of success, they can think of the task as a means to “giving the back.”
Another issue is that in some cases mentors may think that the mentee’s progress isn’t moving at a rapid pace or doesn’t appear to be able or willing follow her directions, leading to anger. The mentee could also get unhappy if she thinks that she’s not receiving the support she needs. In any case it is possible for the mentee’s to find another mentor, if feasible, prior to the situation getting worse.
Advantage: Benefits for the company
It’s not just about individuals in the mentor-mentee connection. Mentoring is a means to transfer important skills and information on to “next generation” of employees, as older employees are retiring or leaving for new job. This can be a fantastic way to guard against the so-called brain drain in which the loss of key employees leads to a firm struggling to fill in the gaps in productivity. It also increases productivity as a result of mentorship and overall retention is improved as employees believe they can work in the company to enhance their professional qualifications.