#1. Compel Mentoring Pairs to Define Learning Objectives

#2. Set Clear Timelines

#3. Have Mentors and Mentees Clarify Their Ground Rules

#4. Train Mentors and Mentees

#5. Provide Tools and Resources

SOURCE: Exerpt from "5 Tips for Successful Mentoring Program Implementation" by Lauren Trees for the Association for Talent Development. https://www.td.org/Publications/Blogs/Human-Capital-Blog/2017/04/5-Tips-for-Successful-Mentoring-Program-Implementation

Here are four ideas to help you turn your newly-hired college gradutes into successful employees through mentoring:

1) Set Expectations - "By approaching onboarding using personalization, employers can better teach college graduates about the organization during their first crucial days as employees."

2) Continue Their Learning - "Lessen confusion and make the transition earlier by assigning a lead contact for all educational needs. New college graduates will appreciate the consistency and support as they grow both professionally and personally with learning opportunities."

3) Give Individualized Attention - "If setting up meetings between new hires and your company CEO isn’t always possible, sit down with company leaders to decide who would be best to meet initially with each grad. While employees will feel important and "heard," the company itself will be better prepared to help each person reach goals through specific training and mentoring."

4) Measure Results - "Talk to team members about what they found most important, challenging and even frustrating during the onboarding process. Use their answers to guide what metrics you'll subsequently use to measure recent grads’ satisfaction and assess how they’re perceiving company goals, expectations and culture."

From "Stop Chasing College Graduates Away: Instead, Employ These 4 Tips" by Heather Huhman from Entrepreneur.com. https://www.entrepreneur.com/article/295924

Mentoring, although rewarding, requires dedication and hard work. Corporations can reward mentors through promotion or mentoring retreats. Academic institutions can hold dinners for their mentors, or provide them with extra conference funding. Making mentors feel wanted is important to the success of any mentoring program, and encourages mentors to continue their work long into the future.