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How can a mentorship program benefit late career employees?

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Many late career employees face challenges such as skill obsolescence, reduced motivation, and limited career opportunities. A mentorship program can help them overcome these issues and enhance their performance management. In this article, you will learn how a mentorship program can benefit late career employees in four ways: by providing learning opportunities, increasing engagement, fostering social support, and facilitating succession planning.

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1 Learning opportunities

A mentorship program can offer late career employees the chance to update their skills, acquire new knowledge, and share their expertise with others. By pairing them with younger or less experienced colleagues, they can learn from different perspectives, approaches, and technologies. They can also act as mentors themselves, passing on their wisdom, insights, and best practices to the next generation of workers. This way, they can keep up with the changing demands of their roles and the market, and maintain their competence and confidence.

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Jenny Ames

Driving Customer Success Through Innovative Technical Learning Solutions | Manager, Online Learning Content at InterSystems
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One of the best ways to learn is by teaching. When questions are asked, it can help a mentor consider a situation from a different light, encourage them to pull all their knowledge together to figure out what could be done (or better yet, what questions can be asked) to solve a new challenge. This helps the mentor grow and learn with the mentee.

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Tania Palen

Director, Talent Management @ Five9 | Talent & Learning Leader
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I am a big fan of reverse mentoring in the workplace. It can be really helpful to senior leaders to hear from less experienced colleagues. Workforce dynamics are ever-changing, and it's a great way to build bridges of communications between different groups.

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2 Increased engagement

A mentorship program can also boost the engagement of late career employees, which is crucial for their performance management. Engagement refers to the degree of commitment, enthusiasm, and involvement that employees have towards their work and organization. By participating in a mentorship program, late career employees can feel more valued, recognized, and appreciated for their contributions. They can also find more meaning, purpose, and satisfaction in their work, as they can see the impact of their mentoring on others. Moreover, they can have more autonomy, influence, and creativity in their tasks, as they can explore new ideas, challenges, and solutions with their mentees or mentors.

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Jenny Ames

Driving Customer Success Through Innovative Technical Learning Solutions | Manager, Online Learning Content at InterSystems
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Building the confidence of late career employees is critical here as well. I’ve seen some amazing people, who have a wealth of knowledge, really thrive when they see how much they can pass on. This extra encouragement that they have value beyond the norm, makes them better in their regular job as well.

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3 Social support

A mentorship program can also provide late career employees with social support, which is essential for their well-being and performance management. Social support refers to the emotional, informational, and instrumental assistance that employees receive from others in the workplace. By engaging in a mentorship program, late career employees can build stronger relationships, trust, and rapport with their colleagues. They can also have access to more feedback, guidance, and advice from their mentors or mentees, as well as from other members of the mentoring network. Furthermore, they can enjoy more camaraderie, collaboration, and communication with their peers, as they can share their experiences, challenges, and successes.

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4 Succession planning

A mentorship program can also facilitate succession planning, which is important for the continuity and sustainability of the organization and the performance management of late career employees. Succession planning refers to the process of identifying, developing, and retaining potential successors for key positions and roles in the organization. By implementing a mentorship program, the organization can ensure that the knowledge, skills, and values of late career employees are transferred to the future leaders and managers. Additionally, the organization can prepare late career employees for their retirement or transition to other roles, by helping them identify their goals, interests, and options. This way, they can have a smooth and positive exit from the organization and leave a lasting legacy.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Tania Palen

Director, Talent Management @ Five9 | Talent & Learning Leader
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Often times, folks think mentoring is a "silver bullet." I would caution this approach. Mentoring is helpful to achieve certain goals. Mentoring can support and enhance employee growth, but it does not replace effective Learning & Development programs, career development programs or DEI programs.

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How can a mentorship program benefit late career employees?

1

2

3

4

5

1 Learning opportunities

2 Increased engagement

3 Social support

4 Succession planning

5 Here’s what else to consider

Performance Management

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How can a mentorship program benefit late career employees?

1

2

3

4

5

1 Learning opportunities

2 Increased engagement

3 Social support

4 Succession planning

5 Here’s what else to consider

Performance Management

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