How to Wrap Up a Mentoring Program

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We spend a lot of time talking about what to do at the beginning of a mentoring program—recruiting members, pairing people appropriately, navigating issues, and so forth. But how a program wraps up is just as important as these initial steps. Here's what mentors, mentees, and program managers should keep in mind.

We spend a lot of time talking about what to do at the beginning of a mentoring program—recruiting members, pairing people appropriately, navigating issues, and so forth. But how a program wraps up is just as important as these initial steps. Here's what mentors, mentees, and program managers should keep in mind. 

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Mentors and Mentees Should Celebrate

Mentors and Mentees Should Celebrate 

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For mentors and mentees, the last official meeting is a time to celebrate. If you meet in person, consider going to lunch or dinner to congratulate one another. You stuck with the program, you built a relationship, and, if all went according to plan, you both transformed personally and professionally (yes, mentors, too!). Revel in your success.

For mentors and mentees, the last official meeting is a time to celebrate. If you meet in person, consider going to lunch or dinner to congratulate one another. You stuck with the program, you built a relationship, and, if all went according to plan, you both transformed personally and professionally (yes, mentors, too!). Revel in your success. 

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Why this is important: When you work on something for nine to 12 months, which is the typical length of a formal one-to-one relationship, it only makes sense to acknowledge all the effort that went into this "project"—just as you would any other project you worked on for over a year and successfully completed.

Why this is important: When you work on something for nine to 12 months, which is the typical length of a formal one-to-one relationship, it only makes sense to acknowledge all the effort that went into this "project"—just as you would any other project you worked on for over a year and successfully completed. 

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Not only that, but closure is important. Just as you officially kicked off your relationship, it makes sense to officially conclude it as well.

Not only that, but closure is important. Just as you officially kicked off your relationship, it makes sense to officially conclude it as well. 

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Program Managers Should Meet with Each Mentoring Pair

Program Managers Should Meet with Each Mentoring Pair 

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Program managers should meet with the mentoring pair and conduct a post-mortem review: what worked, what didn’t work, and what suggestions people have for future programs?

Program managers should meet with the mentoring pair and conduct a post-mortem review: what worked, what didn’t work, and what suggestions people have for future programs? 

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Keep in mind that meeting with mentors and mentees at the same time will give program managers one view of the program. Program managers also should consider meeting with each person individually in order to gain another perspective.

Keep in mind that meeting with mentors and mentees at the same time will give program managers one view of the program. Program managers also should consider meeting with each person individually in order to gain another perspective. 

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Why this is important: The goal is to continually improve your mentoring program. Build on each successive program with the knowledge and feedback you learned from past program participants. Over time, certain themes or patterns might emerge that future programs will want to address—or even your organization might need to address.

Why this is important: The goal is to continually improve your mentoring program. Build on each successive program with the knowledge and feedback you learned from past program participants. Over time, certain themes or patterns might emerge that future programs will want to address—or even your organization might need to address. 

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For example, maybe you run a traditional one-to-one program. Your organization has a large population of Millennials, and the feedback you keep hearing is that they prefer a group setting. In order to meet this need, you might begin to offer two mentoring models in future programs: the traditional one-to-one model and the group model. And the only way you'd know to make this change to your program's structure is by interviewing outgoing mentors and mentees.

For example, maybe you run a traditional one-to-one program. Your organization has a large population of Millennials, and the feedback you keep hearing is that they prefer a group setting. In order to meet this need, you might begin to offer two mentoring models in future programs: the traditional one-to-one model and the group model. And the only way you'd know to make this change to your program's structure is by interviewing outgoing mentors and mentees.  

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Program Managers Should Share Results

Program Managers Should Share Results 

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The best way to advertise your program and create ongoing interest is by sharing results. Share the results with upper management, so they can see that their investment is paying off. Share results with the folks in human resources, so they can talk up the program to job candidates. Share the results with your marketing team, because this "behind the scenes" information can make for a nice story about the company—something that marketing is always seeking.

The best way to advertise your program and create ongoing interest is by sharing results. Share the results with upper management, so they can see that their investment is paying off. Share results with the folks in human resources, so they can talk up the program to job candidates. Share the results with your marketing team, because this "behind the scenes" information can make for a nice story about the company—something that marketing is always seeking.   

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Why this is important: Your mentoring program shouldn't operate in a vacuum. If it does, it will eventually die out due to lack of interest or awareness about its existence.

Why this is important: Your mentoring program shouldn't operate in a vacuum. If it does, it will eventually die out due to lack of interest or awareness about its existence. 

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In terms of gathering results, record testimonials from your outgoing mentors and mentees and compile them into a presentation. Over time, track past mentors and mentees. Monitor things like promotions, awards, pay raises, tenure, and so forth. Compare these achievements with your organization's general population (meaning the people who haven't participated in a program).

In terms of gathering results, record testimonials from your outgoing mentors and mentees and compile them into a presentation. Over time, track past mentors and mentees. Monitor things like promotions, awards, pay raises, tenure, and so forth. Compare these achievements with your organization's general population (meaning the people who haven't participated in a program). 

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Mentors and Mentees Should Be Free to Decide What Happens Next

Mentors and Mentees Should Be Free to Decide What Happens Next 

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Some mentors and mentees will forge a lifelong friendship after their mentoring relationship is over. Others won't, even though they had a positive experience overall. Either outcome is fine. Leave it up to each individual mentor and mentee to decide what happens next in this relationship, if anything.

Some mentors and mentees will forge a lifelong friendship after their mentoring relationship is over. Others won't, even though they had a positive experience overall. Either outcome is fine. Leave it up to each individual mentor and mentee to decide what happens next in this relationship, if anything. 

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Why this is important: It's common for mentors and mentees to become friends, and program managers should make it clear that this is perfectly okay—once the mentoring relationship has concluded. During the course of the mentoring program, however, mentors and mentees should be encouraged to keep their individual roles in mind.

Why this is important: It's common for mentors and mentees to become friends, and program managers should make it clear that this is perfectly okay—once the mentoring relationship has concluded. During the course of the mentoring program, however, mentors and mentees should be encouraged to keep their individual roles in mind. 

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While mentors and mentees should certainly be friendly with one another, taking part in friendship-type activities—socializing outside of work—could blur the lines in the mentoring relationship.

While mentors and mentees should certainly be friendly with one another, taking part in friendship-type activities—socializing outside of work—could blur the lines in the mentoring relationship. 

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Bottom Line

Bottom Line 

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Taking part in a mentoring relationship can be a rich and rewarding experience from beginning to end, which is why program managers, mentors, and mentees must treat each step of the journey with equal attention and care.

Taking part in a mentoring relationship can be a rich and rewarding experience from beginning to end, which is why program managers, mentors, and mentees must treat each step of the journey with equal attention and care.