A mentor is described as a guide to another person’s knowledge. They are typically someone who is more experienced in a certain field.
As a HR Consultancy, we come across many good and bad examples of mentoring. In this post, we share the key factors to securing a strong mentor/mentee relationship.
Trust is Vital
It’s important that relationships of trust are built up before any kind of mentoring takes place. A place where the mentee and mentor feel comfortable and are able to create an environment and a 
way of working together which is mutually beneficial.
The mentee and mentor should have an understanding of what each person aims to get out of the mentoring relationships. The mentor should be particularly aware of the knowledge that the mentee wants to gain, as well as their learning style.
Aims and Goals
Building on the previous point about being aware of each other’s aims. It’s important to set goals for each other. For example, if the mentor is working with the mentee on a particular process, setting a short-term goal of being able to go through the process independently gives the mentor and the mentee something to work together to achieve.
Feedback is always important. If there is a specific piece of work the mentee feels they would benefit from having some feedback on allowing them that opportunity in a timely manner helps build confidence and consolidates learning for the future.
Collaboration
It’s important for mentors and mentees to work together. A mentee can often be considered a new set of eyes on ways that a company or process is managed. With fresh eyes often comes ideas and critiques. If you are the mentor it doesn’t mean it can’t be a learning curve for you as well!
If the mentee has discovered a more efficient way for a process to be completed the mentor should be actively encouraging them to be innovative and try new things. it’s better to let the mentee do it in the early stages than later on when the mentor may not be around to help.
These are the three key ingredients for a healthy mentor/mentee relationship. Without these, it can be a very one-sided partnership. The main thing that is needed throughout all of the mentoring relationship is clarity. The desire for the mentee to take action to get meaningful results and the confidence in having the right level of support at the right time.