Learning and development (L&D) is essential for employee retention in 2022. According to LinkedIn, over 90% of employeesOpens a new window say they would be more inclined to stay with a company that invests in developing their skills and talents.Â
The rapid changes in technology and the increasing demand for new skills, up-to-date knowledge, and constant innovation have made learning an ongoing process for employees of all ages. The roles they play, however, differ depending on the generation. For example, more seasoned employees — Gen X and Baby Boomers — play a critical role in learning and development when it comes to mentoring the next generation.
Some would even say that being mentored is a far more effective way to learn than taking a course or attending a seminar. More and more, e-learning methods are becoming a thing of the past; so how can you ensure that your organization moves with the times?
This article will outline how leaders can align their teams better with knowledge sharing. Let’s dive in.
Knowledge Sharing in Learning and Development
When it comes to acquiring knowledge and skills, many elements can be picked up rapidly. For example, a new administrative assistant can do a course in team management software that takes only a couple of hours.Â
Something that cannot be acquired in a short space of time, however, is experience. And this is what the earlier generations have to offer.
It is often said that experience is the best teacher, and this is particularly true when it comes to learning and development (L&D). The more experienced members of the workforce are in a unique position to share their knowledge with those who are just starting out in their careers, offering invaluable support and guidance along the way.
For that reason, knowledge sharing is a key element of successful L&D, and it takes many forms.Â
What Does Knowledge Sharing Look Like in an Organization?
One way that experienced employees can share their knowledge is through mentoring. This involves pairing a more experienced employee with a less experienced one to provide support and guidance to help the latter grow and develop.
Experienced employees can also share their knowledge through training, which involves providing instruction and guidance on how to carry out a specific task or activity. Training can be delivered in a variety of ways, such as online modules, face-to-face workshops, or e-learning courses.
Of the two methods, mentorship is undoubtedly the better way to share knowledge between the experienced and inexperienced within your company. But why is that the case, and how can your organization benefit?
Why Your Organization Should Adopt Knowledge Sharing Through Mentorship
Above all else, mentorship promotes the exchange of ideas and information; it allows for the free flow of ideas with immediate opportunities for elaboration, questions, and feedback.
There are many other benefits too, such as:
Organic transfer of knowledge and experience
The transfer of tacit knowledge is more likely to happen organically when there is a relationship of trust between mentor and mentee. In other words, the knowledge transferred is more likely to be retained and used if given in the context of a supportive relationship.
Frequent opportunities to have mistakes corrected
Mentorship relationships provide a safe place for the mentee to experiment and take risks. The mentor can help the mentee identify potential consequences of actions, steer them away from dangerous paths, and help them to become more efficient as an employee.
Development of leadership skills
The act of mentoring others helps develop leadership skills. It teaches people how to think about and communicate with others, manage expectations, set goals, and provide support. This is particularly beneficial for succession planning and the development of future leaders in an organization.
Solidification of company culture
When mentorship relationships are encouraged and supported by an organization, it sends a signal that the company values its employees and is interested in their development. This can help to strengthen company culture and eliminate any signs of a ‘silo’ mentality.
Increased creativity and innovation
Mentorship relationships provide an opportunity for people to share new ideas and approaches, leading to increased creativity and innovation within an organization.
To reap these benefits, your organization should adopt a knowledge sharing through mentorship program. This involves creating a structure that encourages and supports mentorship relationships between employees of different departments and experience levels.
Why Mentorship Trumps E-learning in L&D
One of the most overused and underperforming methods of knowledge acquisition in the workplace is e-learning. Despite our best intentions, sitting in front of a computer for hours, watching videos and answering multiple-choice questions does not result in real learning.
Quick facts: e-learning or mentorship?
- $359 billion dollars are spent globally on e-learning each year, but the investment does not receive a worthwhile return in most cases, according to Harvard Business Review.Opens a new window
- In a GP Strategies studyOpens a new window , 70% of leaders said that the most valuable method of skills development was mentorship, closely followed by coaching.
In short, e-learning can be a great way to supplement more traditional forms of learning, such as mentorship, but cannot replace it.
This is because we are wired as humans to connect and learn through interaction. True learning takes place when we can apply our new knowledge to a real-life situation, which can only happen when we are being mentored by someone with experience — someone who can help us apply what we’ve learned.
The term ‘experiential learning’ was coined long ago by David A. Kolb and remains relevant to the business scene of today. To acquire knowledge, learning must be experiential; it needs to involve peer interaction, collaboration, and feedback, none of which can be achieved through an outdated e-learning module.
Mentorship, on the other hand, provides a way for all of these things to take place. So how can you integrate a mentor program into your current L&D practices?
How to Pair Employees With Experienced Mentors
It’s clear that mentorship has plenty of benefits to offer organizations, and it also trumps e-learning modules in terms of human connection and experiential learning. What’s not always clear, though, is how to go about pairing employees with experienced mentors.Â
There are a few considerations that should be taken into account when pairing mentor and mentee:
1. Pair the experienced with the inexperienced
This is probably the most obvious pairing, but it’s important. Experienced employees can share their knowledge and skills with those new to the organization, helping them learn and grow faster. And as the mentee progresses, they can act as a mentor to other new employees.Â
2. Analyze the skill sets of both mentor and mentee
It’s important to make sure that the mentor and mentee are a good fit for each other. The mentor should have skills and knowledge that the mentee wants to learn, and the mentee should be willing to learn from the mentor.Â
Our team at Together surveyed employees from 50+ leading North American companies to understand the state of mentorship within successful companies. We found that 80% of employees wanted a mentor that had taken a similar career path to the one they wanted. It makes sense: we want role models.
The Gap in North American Corporate Mentorship
Source: Together Software 2019 surveyOpens a new window
3. Consider the personality of both mentor and mentee
Mentors and mentees should have similar personalities to get along well. If the personalities clash, it could lead to tension and conflict.Â
4. Match the mentor’s and mentee’s goals
Both the mentor and mentee should have the same goals in mind. If they don’t, it could be difficult for the mentor to provide useful guidance and support to the mentee.Â
Once these factors have been taken into account, your next step will be to create a system that makes pairing mentors and mentees easy and convenient. This could involve creating a database of mentors and mentees or using an online platform that allows employees to search for mentors and mentees based on their skill sets and goals.
Using Mentor-matching Technology To Automate a Mentoring Program
It’s not uncommon for larger organizations to adopt solutions that automate employee mentorship programs. It becomes an administrative burden to pair employees manually. It takes too much time for an HR professional to meaningfully consider each employee’s goals, personality, skills, and experience and find a relevant mentor.Â
Mentorship software takes the guesswork out of pairing using an algorithm to ensure every employee finds a meaningful connection at work.Â
Mentoring software also gives HR teams the ability to monitor mentoring relationships. The platforms provide session agendas around topics like goal setting and career advancement that keep their discussions focused. Each session prompts the mentors and mentees to leave feedback and a rating. This information gives program managers what they need to report on the success of their program. Rather than anecdotal feedback, they can get accurate reports on how many pairs are meetings, what they discuss, the progress they make, and how they feel about their match.
Using mentorship platforms does away with cumbersome spreadsheets and frees up managers to focus on building meaningful relationships among employees.
Final Thoughts
Mentoring the next generation of employees arguably determines the future success of any organization. By establishing a mentorship program that engages more experienced employees with less experienced counterparts, organizations can ensure that the next generation of employees is equipped with the skills and knowledge they need to succeed.
When it comes to L&D, the adage “you can’t teach an old dog new tricks†simply doesn’t hold water. In fact, more experienced employees have a lot to offer in terms of skills and knowledge and teaching them to mentor your newer employees is easier than you might think.Â
The value that more experienced employees bring to the table in terms of learning and development should not be underestimated. Gen X-ers and boomers have a lot to offer in terms of both skills and knowledge, and their involvement in L&D can help bridge the gap between generations.
How are you leveraging your senior employees in your mentorship program? Let us know on FacebookOpens a new window , TwitterOpens a new window , and LinkedInOpens a new window .