Where does Mentoring fit in your Well-being Strategy?

Your employees aren’t thriving because they’re lonely.

Loneliness is inhibiting employees from realizing their best selves, trampling their productivity, and reducing their abilities to be resilient in the ever-changing workplace. It’s on the rise and its impacting well-being – so what are well-being teams doing about it?

I recently listened to an organization share their total well-being plan which means they’re tackling all five dimensions of health; (1) physical (2) mental (3) emotional (4) financial and, (5) social.

Their physical well-being benefits were robust, from biometric screenings to steps challenges. Mental, emotional and financial health programs also provided a good menu of options. Then came the social well-being action plan which included a standard list including, and limited to, paid volunteer time off.

Paid volunteer time off allows employees paid time to invest in their communities because a strong connection within a community is known to be an indicator of healthy social well-being and longevity. It helps individuals find and express their life’s purposes and keeps them out of the loneliness cycle. But if loneliness is on the rise and its aftermath is impacting your bottom line, it’s time to prioritize it with more robust options.

The good news is your organization is probably already doing it!

Mentoring is one of the only employee programs with the direct goal of creating meaningful connections across employee roles, departments, and experiences. Mentoring by nature teaches collaboration and networking – both of which lead to increased connections and stronger social capital. These thriving employees will feel they have the support they need to not only do their work but also do so with a strong sense of resiliency.

The connections between mentoring and resiliency are clear;

1.    Mentoring is directly related to an employee’s job, rather than an extra-curricular.

Mindfulness apps, resiliency webinars and meditation challenges will engage a particular sect of your employees but will automatically be discounted by your employees who are already struggling to find work-life balance. Another program seen as outside of their job unfortunately puts even more burden on an employee’s capacity and threatens their resiliency.

Whereas a mentoring program is directly tied into an employee’s workflow. Whether they’re working on skill development or business acumen – it’s not adding to their work or personal life but optimizing their 40+ hours a week.

2.    Mentoring provides psychosocial support as much as career development.

The 3 in 5 employees who don’t feel someone at work cares about them as a person aren’t confident, aren’t creating environments where others feel welcome, nor are they comfortable with collaboration. A good mentor brings a psychologically safe space for mentees go deeper and ask questions without the pressure of managerial backlash.

These interactions create a positive relational energy that not only boosts mentees overall satisfaction and confidence in the workplace but on a more micro level, can create an energy boost helping both mentors and mentees feel more energized on days they connect.

3.    Mentoring increases social capital in a meaningful way.

Looking at just the numbers, employees will have multiple mentors throughout their careers. As those mentors introduce mentees to other people or communities within their own network, social capital grows. But it’s not all about quantity. A quality mentoring relationship gives mentees the sense that their company and colleagues are regularly investing in them, delivers positive interactions in the employee’s workday, and helps to build a network of individuals to reach out to during positive and not so positive times.

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As we demonstrate to our employees the commitment to their well-being, we can’t take social well-being for granted. Organizations have already started incorporating mentoring into their mental and social health action plans because they know an employee with a strong social capital is going to help the organization, as well as those around them, express their best selves.

How will your organization use mentoring to support your employees’ well-being?