Why Mentorships–and Sponsorships–Matter

Mentors and sponsors are invaluable when helping junior employees reach their full potential. And while many organizations have formal or informal mentorship programs, sponsorships are less common. While 40 percent of employees report having a mentor in their workplace, only 23 percent report having a sponsor. But what is the difference between the two? While mentors provide guidance and advice to help employees navigate their career paths, sponsors go a step further by actively advocating for their protégés and opening new opportunities for them. Both mentors and sponsors can be valuable for employees seeking career development. Mentors can provide valuable advice and support but may not have the same influence or access to opportunities as sponsors. Employees must cultivate both mentor and sponsor relationships, and employees should be proactive in seeking out these relationships. However, formalizing the process from an organizational level is even more beneficial in creating a learning culture. Formal mentors and sponsors have a greater impact, and employees with these relationships are more likely to feel that their organization provides a clear career development path. Not only does this make the workforce more effective, but it also increases loyalty and decreases turnover rates.