How to set up a mentorship program at work

(NC) From small businesses to major corporations, having a mentorship program offers many benefits. Employees get a chance to connect with leaders, develop new skills and receive tangible career advice. Meanwhile, employers get to develop promising talent.

But in 2025, the way mentorship works is changing, with a shift away from structured programs that are mentee-led. The trend towards self-directed mentorship, with employees taking the initiative to seek out a mentor and establish a connection, is growing, and offers mentees more ownership in the process.

“If I went back a decade, as an HR practitioner I probably would have seen far more HR department-organized mentoring programs,” shares Helen Davies, senior vice president of talent at TD. “In the past, the mentor was more of the one determining the relationship or making the match. Now what we’re seeing is a shift to the mentee generating and driving the request.”

This self-directed approach has also led to the rise of mentorship networks within employee resource groups, with a focus on levelling the playing field and creating more equitable development opportunities. Employees are even forming their own mentorship and sponsorship programs.

If you’re interested in creating a mentorship program at your organization, or improving the one currently in place, check out Davies’ tips below.

1. Position mentorship as a core responsibility for leaders.
   Communicate to leaders that mentoring others is part of their accountability to employees. Set the tone from the top to reinforce accountable leadership across the organization.

2. Build mentorship into company culture.
   Encourage employees to make time in their workday for mentorship conversations, providing dedicated time and access for employees to prioritize these relationships. Reinforce that these conversations are key to their development and growth at work.

3. Ensure mentorship opportunities are accessible to all.
   To drive greater equity, organizations should evolve how they structure their mentorship programs to put greater emphasis on tapping into diverse voices.