The role of mentoring in the employee professional development and career growth

Abstract

Background: Mentoring is an important tool for realizing the personal potential of specialists in various fields, but its effectiveness directly depends on a number of organizational issues and a clear definition of approaches and goals. The aim of this research is to determine the criteria for choosing alternative approaches to mentoring depending on the expected positive effects. Methods: The study employed SWOT analysis, questionnaire survey, and semi-structured interviews. Results: The analysis found that each of the proposed approaches to mentoring is effective in the context of achieving different goals. Group mentoring and peer mentoring are effective for achieving specific goals — salary increases, career advancement, and increased number of professional contacts. So, the result of these mentoring approaches is the most “visible” and can be evaluated by certain quantitative and qualitative indicators, such as the amount of salary, transition to a new position, number of new acquaintances. Conclusions: Peer mentoring additionally has significant advantages for the development of soft skills through equal communication with like-minded people and the sharing of experiences. Further research may focus on the development of specific mentoring programmes. The results of the study can be useful for companies in choosing an approach to mentoring in view of the desired effects.