Need to attract new talent? Develop and retain your current workforce? Nurture a growth mindset throughout your company culture? Mentoring, as part of a comprehensive talent development strategy, may help accomplish these things.

As Hawaii works to build a more sustainable economy, we need to ensure that technology is a core component. Although Hawaii is not considered a tech hub (yet!), our local industries rely on technology to thrive. We need to equip the next generation of workers with the skills needed to effectively leverage technology to meet the needs of Hawaii’s businesses. Some of these workers may be new to the workforce or pivoting from other fields in search of tech careers that offer growth, security and livable wages to work and live well in Hawaii.

Mentoring can accelerate progress by helping workers in any industry navigate their career paths while building capacity for critical thinking, communication and other valuable skills. Providing growth opportunities to mentees and mentors not only makes them feel valued within your company but also contributes to the future resilience of our community.

The research on mentoring is positive: 97% of those with a mentor say that mentoring is valuable. Mentees are promoted five times more often than those without mentors, and mentors themselves are six times more likely to be promoted. Mentoring supports career development, psychosocial support, interpersonal skills, networking skills and has been positively related to increased employee commitment and decreased turnover rates.

In a Sun Microsystems study, retention rates were higher for mentees (72%) and mentors (69%) than for employees who did not participate in their mentoring program (49%).

At Pacxa, we are focused on developing an exceptionally skilled IT workforce and mentoring is a key component. If your organization is seeking to accelerate the progress of new employees and to cultivate leaders, mentoring may be something to consider. Here’s how you can get started:

>> Align your mentoring program goals with your organization’s strategic plan. Your mentoring program can support organizational goals associated with employee development, engagement, retention and more. Identify measures and target outcomes. The goals and desired outcomes of the program can then guide your recruitment of mentors.

>> Provide mentor training and support. Mentors need specific skills to be effective and organizations can provide time and resources to support training and development. Mentors also benefit from learning from other mentors. Encourage consistent sharing and reflective discussions among mentors.

>> Match mentors and mentees thoughtfully. A mentor is someone who has considerable professional experience that will benefit the mentee. Like any relationship, people need to feel good about working together, and generally, that entails some level of ease and comfort. Normally, a manager would not mentor a direct report. Work styles and personalities should also be considered.

>> Put the impetus on goals and action. After rapport has been established, focus on setting goals and action planning to make mentoring sessions productive and intentional.

>> Pilot and refine. Not all mentoring programs are created equal. Collect data and feedback for continuous improvement and make adjustments to ensure your program is meeting your organizational needs.

Mentoring provides long-lasting benefits for not only the mentees and mentors, but also the organization, workforce and economy overall. We encourage Hawaii businesses to embrace a mentoring culture as it leverages your existing strengths and strong performers, and helps to develop and nurture your current workforce and future leaders. Help prepare the next generation of leaders to inherit and sustain a strong economy. They will need your guidance to navigate the challenges ahead.

Jean Schneider is executive director of workforce development at Pacxa, a technology provider and systems integrator in Hawaii.