Invest In Your Staff Through Mentoring

My first hotel job was as a bellman on the New Jersey shore. I carried bags that summer and worked the front desk each subsequent summer. During those years, I worked my way up through the desk, night audit and eventually to Front Office Manager. All along the way, I had managers and supervisors that guided my professional development. They mentored me in hospitality and the management of people. I am in debt to Dorothy, Danny and Bill, to name a few. I have tried to repay that debt with the teams I have managed.

If you are considering a mentorship program, here are some areas to consider.

1. Define Program Goals and Objectives

a. What are you trying to achieve with your program?

i. Skill development and career advancement.

ii. Increased job satisfaction and engagement.

iii. Stronger leadership pipeline.

b. Be specific: Quantifiable goals (e.g. "Increase promotion rate of line staff by 15% within two years").

2. Identify Program Participants

a. Mentees: Define criteria for participation (e.g. tenure, performance, expressed interest). Consider including both high-potential employees and those needing extra support.

b. Mentors: Select experienced employees with strong leadership and communication skills. Ensure they are committed to the program and have the time to dedicate.

3. Structure the Program

a. Formal or informal: Both have pros and cons. Formal programs offer structured guidance, while informal ones provide more flexibility.

b. Length: Determine a reasonable program duration (e.g. 6 months, 1 year) considering the goals and participants' availability.

c. Matching: Decide how you will match mentors and mentees (e.g. based on skills, interests, career aspirations).

d. Meetings: Set a regular meeting cadence (e.g., weekly, bi-weekly) and create an agenda template to guide discussions.

4. Provide Training and Resources

a. Mentor Training: Equip mentors with the tools they need to be effective (e.g., active listening, feedback, goal setting).

b. Mentee Training: Prepare mentees to make the most of the relationship (e.g., identifying goals, asking for help, being receptive to feedback).

c. Resources: Offer access to relevant training materials, articles, or workshops on topics like leadership, communication, and specific skills.

5. Monitor and Evaluate

a. Regular Check-ins: Conduct surveys or interviews with mentors and mentees to gauge satisfaction and identify areas for improvement.

b. Track Progress: Measure progress toward your initial goals and objectives. Use this data to refine the program over time.

c. Celebrate Successes: Recognize the achievements of mentors and mentees to reinforce the program's value.

6. Additional Considerations

a. Confidentiality: Establish clear guidelines regarding confidentiality to foster trust between mentors and mentees.

b. Diversity and Inclusion: Ensure that the program promotes diversity and inclusivity by matching individuals from different backgrounds and experiences.

c. Technology: Consider utilizing mentoring software to facilitate communication, track progress, and provide resources.

The development of your staff will pay off, it is a sound investment. You will see an increase in productivity, employee retention rates and it will provide a more positive environment for all (including your guests). And you will be paying the debt you owe to those that guided and mentored you earlier in life. That is a feeling worth every penny.