A manager’s main role is to keep the ship running smoothly. You’re there to guide the crew to sail the metaphorical ship of a company to the correct shores. In order to do this, you have to be a good mentor. This means leading with constructive criticism, but also empathy. We’ll talk more about the specific traits you’ll need to be a good mentor and leader in the coming chapters, but for now, know it starts with providing resources.

You, yourself can be a valuable resource to the employees around you. Share with them your knowledge and what you’ve learned by being a manager and maybe even a former employee with the company. Also, aid them with physical resources that can help them to grow individually and as a team. This can be anything from hosting team bonding sessions and discussion groups to lending them books that can help them grow stronger in their sales skills, leadership skills, or otherwise.

Let’s review simple ways leadership can encourage organizational growth through tried-and-true mentor methods. 

First — Create a Resource Program that Allows Access to Information & Learning Tools

By continuing to educate employees and grow their business experience, employers should greatly consider the continuous learning tools they provide employee access to. Adequate employee training has been linked to increased productivity, better engagement, higher employee retention, and overall organizational performance (Tariq, 2019)

 It’s been reported that companies that invest in employee education programs and advanced training profit nearly 24% more than their competitors (Robinson, 2019)

Second  — Check In With Your Team to Evaluate Their Understanding

 Great mentorship lies in the mentor’s ability to listen and work with their mentee. Periodic and personal check-ins from leadership can boost morale amongst employees and grow trust within the organization. Aside from team building, regular check ins with employees can help leadership gauge gaps in training or clear any misunderstandings within an organization. 

 Regular check-ins can contribute to employee and management engagement, as well as contribute to better communication and connection amongst both parties (Watson, 2020)

 Third — Offer Encouragement & Personal Experience to Build Connection

 Confident employees feel less stress, more company loyalty, and perform better in their daily jobs (Sinkhorn, 2021). This confidence can be built through many different workplace practices but empowerment and comfortability will greatly contribute to an employees level of confidence in the workplace. 

 Leadership should aim to achieve a sense of trust with their employees and that can be done through personal connection. Offer relatable advice, draw on past experiences, or simply recognize employee efforts to help build trust and confidence amongst your organization. 

 Creativity is Key — Brainstorm Unique Strategies to Empower Your Team

 In today’s job market, employers should view leadership and mentorship as synonymous, as well as non-exclusive. While it will fall on the leaders to directly mentor their employees, an organization should evaluate their role as mentor as well. 

 There’s no “right” way to do this—get creative!