When thinking of the standard hiring process, most employers follow the "hire them, train them, set them free" model. But is this really the most effective way to introduce the new employee to the workplace culture? Who does the new employee go to when they have questions that may not be specifically task related?
Often, the only person they know to go to for answers to a myriad of non work-related questions is the supervisor, trainer or human resource person. For example, what happens when new hires have questions about available resources? Or the break schedule? Is the employee new to town and needs suggestions on where to go for lunch?
Employers may not want to tie up their busy supervisors with helping the new person fit in, but what is the alternative? Welcome the peer mentor! Separate from the hiring or training process, a peer mentor is a coworker who volunteers to work with the new person to answer questions and smooth the transition as he or she becomes part of the workforce culture.
Available for guidance on the ins and outs of the work environment, to answer questions that may arise about day to day activities or just as a friendly shoulder, a peer mentor can smooth the transition as the new employee becomes part of the team. With a specific individual provided as a go to person, new employees now have someone to talk to, to help navigate the workplace culture or as just someone to vent with about having a bad day.
Benefits to the Organization:
Creating a personal coaching program takes stress off of the training staff and supervisors by providing a third person the new hire can interact with. Just having someone to answer day-to-day questions like where forms can be found, where the vending machines are or the name of the assistant in the front office can help reduce the overall supervisor's workload.
This process can also benefit supervisors by providing someone who can act as a sounding board for the new employee. Working as a neutral third party, mentors are available to discuss minor issues with the new employee and point them in the correct direction if there are problems with the job before those challenges become larger issues for the organization.
Benefits to the Peer Mentor and the Mentee
Being a peer mentor allows employees the opportunity to fill a need for the organization as a whole, without requiring the commitment of being an official part of the training or supervisory team. They can gain status by taking the initiative to work one-on-one with new employees, forge relationships that can lead to a better work environment for all and can feel a sense of accomplishment as they watch their mentee progress to a successful member of the team.
For the mentee, the program provides someone "safe" they can go to for questions and concerns outside the training and hiring process who can provide input or suggestions or even just someone to share concerns or accomplishments with. Providing a peer mentor also demonstrates to new employees that they are a valuable part of the team and the organization wants to do all it can to help them be successful.
Creating a Peer Mentoring Program
When setting up a program organizations should recruit volunteers who exemplify the values of the agency. Many organizations set criteria in place that includes an application process followed by a brief training program in the responsibilities, duties and expectations of peer mentorship.This ensures the new employee has someone sucessful to emulate .
Peer mentoring can be a cost effective, innovative way to provide new employees with a foundation in the organizational culture that goes beyond just hiring and training. By incorporating a program that provides one-on-one support, the employer sets the employee up with a feeling of success and camaraderie that can go well beyond the initial hiring and training process and can establish a sense of togetherness throughout the organziation.
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