Train, Support, Grow: How to Become a Mentor at Work 

Several people sit at desks working on computers while a man with glasses and a beard stands, pointing at one of the screens, demonstrating how to exert influence at work.

If you’ve been working long enough, you probably have learned much about the job, improved your skills, and faced and overcame different challenges. You might even have a title that notes your extended stay and the effort you’ve put in.

However, a title is not the only means to exert influence at work and be relevant. One way to make a difference is by becoming a mentor to help your workmates grow in their careers.

What is a Mentor?

A mentor is a supportive helper to a less experienced individual: a mentee. A mentor-mentee relationship is usually more relaxed than a manager-employee relationship and is based on mutual respect and trust. As a mentor, your role will be to:

  • Build relationships with mentees who have less professional experience than you.
  • Counsel mentees on their career development, work-based issues, and personal growth.
  • Lead mentees to learn new skills and be more proficient in existing ones.
  • Introduce mentees to the right people in the industry.
  • Provide feedback for improvement.

Characteristics of a Good Workplace Mentor

While experience and expertise are the leading factors in becoming a good workplace mentor, there are influencing tactics that can help you become your mentee’s great advisor and confidant. Below are a few characteristics needed for building influence:

Active Listening

This is when you pay full attention to the speaker, understand their message, reflect on it, and remember what was said. It’s not only hearing the words but also capturing the feelings and ideas around these words.

Listening well as a mentor creates a safe space for open communication. This way, you can better understand your mentee’s needs, challenges, and goals and tailor your guidance.

Effective Communication

Effective communication means sharing information in a way the listener understands it. It also involves changing your message to fit your audience and using the correct language, tone, and body language.

Great mentors can thoroughly explain complicated ideas. Think about how your mentee learns best and adjust your approach. Do they prefer visual aids, stories, or facts? Learn about their communication preferences and apply them to your mentoring.

Approachability and Trustworthiness

Your mentee should feel comfortable approaching you for support, both at scheduled appointments and at any time during the workday. Maintain an open-door policy so they may come to you whenever they need advice. This fosters trust, which is essential for a healthy mentoring relationship.

Positive Attitude

In every career, several challenges and setbacks occur. A positive attitude will help your mentee navigate those rough times with strength and determination. Celebrate the successes, no matter how small, and recognize hard work. It will provide them with the motivation to attain their goals.

Commitment to Growth

An excellent mentor is always learning. Keep up with the latest trends, innovations, and best practices in your profession. This allows you to give valuable insights while also assisting your mentee in developing the necessary skills for success. Also, being willing to learn from your mentee demonstrates humility and develops a team culture of learning from one another.

Benefits of Becoming a Mentor

Being a mentor is just as rewarding to the mentor as the mentee. In addition to the satisfaction of helping someone grow professionally, here are some practical leadership development benefits of mentoring:

Contributes to Personal Growth

As you explain ideas, answer questions, and provide feedback, you enhance your communication and leadership skills. You will come across new thoughts and situations that may push you outside of your comfort zone. This can motivate you to continue learning or reassess what you currently know.

Helps Gain New Perspectives

Mentoring someone from a different background can show you new ways of thinking and solving problems. When they share their experiences and challenges, you’ll get new ideas and views that you can use in your work and life.

Boosts Confidence

Sharing your knowledge and experience with someone who values your input is a powerful confidence booster. Seeing your mentee learning concepts, acquiring skills, and reaching their goals becomes a source of great pride. This process provides strong validation of your abilities to help others.

Elevates Your Reputation

Becoming a mentor shows your expertise and your willingness to help others. This can significantly improve your reputation in your field or organization. People will see you as a leader who knows a lot and is dedicated to helping others grow. This positive reputation can also increase opportunities, visibility, and impact.

How to Kickstart Your Mentoring Journey

Becoming a mentor is a significant responsibility. Putting that decision into action requires a plan. Here are steps to take on this rewarding journey:

1. Do a Self-Assessment

Before you start, take some time to think about your strengths and the best type of mentee for you to help. Consider what you are good at and what experience you have. What skills and knowledge can you share with a mentee? Are you an expert in a specific area or have much experience in leadership and management? Knowing your strengths helps you find a mentee who can benefit from your guidance.

2. Express Your Interest

The two main ways to become a mentor at work are through formal mentorship programs and informal arrangements. Many companies have mentorship programs that match mentors and mentees based on specific criteria. These programs often give training and resources to help mentors succeed.

If your company has a formal program, talk to the program coordinator or Human Resources to show interest. They can give you details about the program, how to apply, and how they match mentors and mentees.

Even if your company doesn’t have a formal program, you can still start informal mentoring with junior colleagues. Talk to your manager or colleagues to see if anyone would like your guidance.

3. Identify Potential Mentees

Success in mentorship directly relates to getting the right mentee. Look for individuals who are willing to learn, open to feedback, whose goals match your capabilities, and who can show potential for growth and development.

4. Design a Mentorship Plan

Once you have identified a mentee, set clear expectations of what you will seek to achieve in your mentor-mentee relationship and how to meet these goals. Talk about how often you will communicate, how your meetings will be structured, and your preferred ways of interacting. Set clear boundaries about confidentiality, availability, and the type of support you will provide. Open communication can help prevent misunderstandings and get you both on the same page.

5. Set a Date and Prepare for Your First Meeting

This first meeting sets the tone for the mentoring relationship. Focus on getting to know your mentee as a person. Learn about their background, interests, and what motivates them. For instance, ask open-ended questions such as “What are you passionate about?” or “What brought you to this program?”.

6. Building a Trusting Relationship

Keep in touch with your mentee through regular meetings, but also encourage them to contact you with questions or updates between sessions. During meetings, create a safe space for your mentee to share their challenges, successes, and goals. Listen carefully and ask thoughtful questions to help them understand their thoughts and find solutions.

Don’t just give them all the answers. Guide your mentee through problem-solving by helping them analyze the situation, consider different options, and consider the consequences before making decisions.

7. Always Be Ready to Provide Feedback

Giving helpful feedback is crucial for growth, so ensure your feedback is specific, practical, and balanced. Mention the strengths and weaknesses of the mentee, providing them with suggestions on how to improve. Be careful not to give feedback harshly and judgmentally.


Galt can help you find a great job based on your preferences and experience. Our goal is to connect candidates, especially people with disabilities, with supportive employers who will value your input.

Check out our career page to find a good fit or call 1-877-361-1277.

More Stories

Contact Us

Let’s start a conversation! Are you a person with disabilities searching for a job or an organization with temporary or long-term employment needs? We look forward to helping you realize your potential.

Contact Us

Let’s start a conversation! Are you a person with disabilities searching for a job or an organization with temporary or long-term employment needs? We look forward to helping you realize your potential.