19 Workplace Mentoring Statistics For Real Evidence (2022)


Workplace Mentoring Statistics

Did you know that mentoring is one of the best ways to improve your workplace? Mentoring programs can reduce turnover, increase productivity and performance, improve employee satisfaction, and even reduce employee absenteeism!

The workplace can be a powerful space to learn, grow, and develop yourself. Mentoring is a way to tap into that potential by pairing you with a senior professional who has experience in the field and can offer you guidance on how to achieve your goals.

But is there a demand for workplace mentoring? And how common is workplace mentoring We’ve compiled the latest statistics about workplace mentoring that will answer all your questions!

It’s time to stop talking about workplace mentoring, and start doing it. We’ve got the stats to back it up.

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Workplace Mentoring Opportunities and Growth Statistics

1. Fortune 500 Companies with Mentoring Programs out-performed those without during the pandemic

(MentorcliQ)

A recent report published by employee mentoring software provider, MentorcliQ, found US Fortune 500 companies with mentoring programs were more likely to out-perform their counterparts during the pandemic.

Notably, the research highlights YoY profit changes that were 15% better than average during the pandemic in 2020 for those who had their own mentoring program. On the other hand, those without mentoring programs had an average profit change up to 43% worse than the average.

During the volatility of the pandemic, companies with mentoring programs also enjoyed an overall performance that was 53% better (financially) than organizations without a mentoring strategy.

 

2. 30% of companies say they have increased their investment in mentoring programs since the pandemic

(HR Research)

A study into the state of coaching and mentoring practices since the beginning of the pandemic by HR Research found that 34% of companies have increased their focus on coaching strategies as a result of workplace changes. Another 30% said they have increased their mentoring practices.

Of those who have invested more into mentoring opportunities since the start of the pandemic, 21% said their strategy has increased a little, while another 9% say they have made significant strides in their mentoring campaigns.

 

3. 61% of workplace mentor relationships develop naturally

(Olivet Nazarene University)

The Olivet Nazarene University research into the value of mentorship in the workplace found only 14% of respondents actually asked someone to be their mentor. 61% of the mentor-mentee relationships in the study occurred naturally and 25% of mentors actually offered to guide another member of staff.

Additionally, the report also found that “Junior” level employees were more likely to seek out a mentor (57%) than the senior-level staff at 8%, but mid-level employees were still drawn to mentor relationships (35%). Most notably, scientific jobs were the most likely to lead to mentor-mentee relationships (66%), followed by roles in government at 59%, and roles in education at 57%.

When choosing a mentor, 81% of respondents in the study picked someone in the same industry, 61% picked someone in the same company, and 60% chose someone with other mentees

 

General Workplace Mentoring Statistics

4. Mentor relationships last for 3.3 years on average

(Olivet Nazarene University)

Mentor-mentee relationships in the workplace can last for as long as they need to, as a tool for guiding and supporting a growing employee. According to the Olivet Nazarene University research on professional mentors, most relationships last an average of 3.3 years.

The report also found the average time spent speaking to a mentor per month was around 4 hours, while the majority of respondents also said they had meetings less than once a month.

The limited-time spent in mentee/mentor conversations may have had something to do with inaccessibility. Only 19% of employees said it was very easy to schedule time with a mentor.

 

5. Workplace mentoring can improve minority representation levels by up to 24%

(Cornell University)

A report published by Cornell University’s School of Industrial and Labor Relations reveals mentorship programs in the business environment could have a positive impact on representation in the workplace. The report discovered programs could boost minority representation at the management level from 9% to around 24% on average.

The same study also revealed mentoring programs could have a significant impact on promotion and retention rates for minorities and women in the workplace. Retention rates for those in mentoring programs increased from 15% to 38%.

 

6. Workplace mentorship could help women overcome disadvantages preventing them from accessing leadership roles

(Sex Roles: A Journal of Research)

A report by Sex Roles: A Journal of Research looked at the different ways men and women experience emotional responses at work to underrepresentation at every level of leadership in the workplace. The study highlights emotions as an influential factor in job performance, creativity, decision-making, and leadership performance.

According to the researchers behind the report, women should be provided with more support as they advance throughout their careers, including formal access to mentoring relationships and networking groups which can help them to manage the challenges of leadership from an emotional perspective.

 

Who Benefits from Workplace Mentoring?

7. Higher ranking companies are more likely to have workplace mentoring programs

(MentorcliQ)

A study conducted by MentorcliQ found the higher a company ranked in the Fortune 500 landscape, the more likely they were to have a mentorship program.

The report showed around 84% of US Fortune 500 firms are using mentoring programs to develop, engage, and hold onto their talent in the age of the great resignation. About 90% of Fortune 250 companies had mentoring programs, and 96% of Fortune 100 companies said they had a mentoring and development strategy.

A total of 100% of the Fortune 50 companies surveyed by the report shared they had a mentoring program of their own. Around 90% of Fortune 500 companies with a woman CEO had a mentoring program according to the study, highlighting a more rapid adoption of the programs in female-led organizations.

 

8. 63% of women have never had a formal mentor

(DDI)

A study conducted into coaching and mentorship opportunities for women in the modern world found that 63% of women had never had a formal mentor. Despite this, more than half of the companies surveyed (56%) had a formal program in place for mentoring.

According to the report, which looked at 318 businesswomen across 30 different industries, 3 out of 4 women who work for a company with a formal mentoring program said they would always accept an opportunity for mentoring when offered.

 

9. 76% of people think mentors are important, but only 37% have a mentor

(Olivet Nazarene University)

A survey conducted by Olivet Nazarene University spoke to 3,000 people about their perception of mentoring as a critical tool for employee growth. The survey found around 76% of people consider a mentor relationship to be important to growth, but only 37% of people are currently using a mentor.

According to the report, most people choose mentors of the same sex (82% of men and 69% of women), and people with mentors are generally more satisfied with their roles than their counterparts.

Notably, when asked about the kind of goals they set with mentors, 59% said they focused on casual targets, while 41% set formal, specific milestones.

 

10. 21% of Gen Z respondents want their leaders to have mentor abilities

(Robert Half)

Research conducted by Robert Half into the workplace preferences of the youngest generation (Gen Z) revealed interesting insights into what employees are looking for in a boss.

According to the report, 77% of Gen Z believe they need to work harder compared to those in past generations to achieve the right results, and 64% believe opportunities for career growth as a “top 3” career priority.

While honesty and integrity were the most important quality prioritized in a boss by 38% of respondents, 21% also said they would like their boss to have a mentoring capability, which made it the second most important feature Gen Z respondents were looking for.

 

11. 27% of senior female leaders actively mentor others

(Vodafone and YouGov)

The rise of women in leadership positions could be a positive thing for the mentorship landscape.

According to a research report conducted by YouGov for Vodafone, companies, where women occupy over 30% of leadership rules, are more likely to nurture future generations. Around 27% of senior female leaders are already actively mentoring someone, while 17% are looking to sponsor other junior employees and support their education.

Employees working at companies meeting gender diversity targets were also more likely to interact with executives more often. 66% said they see senior leaders either frequently, or always.

 

12. 70% of working women think it is their responsibility to mentor other women

(Sure Payroll)

As a woman in the workplace, you may feel like it’s your responsibility to mentor other women. And that’s not far from the truth.

70% of women believe it’s their responsibility to mentor other women in the workplace, and 69% of them have already done so.

This is according to a recent survey of 2000+ female employees conducted by Sure Payroll, which found that women are stepping up to lead by example, as well as through direct mentorship and coaching.

These results come at a time when many people are focusing on the importance of supporting women in the workplace—and rightly so! But while there are plenty of initiatives aiming to help women succeed, this survey shows that some of the most important work happens on an individual level. Women need to support each other and give each other advice and guidance.

It’s not just about helping other women get ahead; it’s about creating an environment where everyone can thrive, and where everyone succeeds together.

 

Statistics on the Results of Workplace Mentoring

13. Employees with mentors are more likely to be happy with their jobs

(CNBC Happiness Survey)

Research shared by the CNBC happiness survey in 2019 found around half of the workers say they have a mentor to help them at work, and the people who did were more likely to be happy with their jobs. In fact, 91% of employees with a mentor were happy with their jobs, and over 57% were “very satisfied”.

Employees involved in a mentorship plan were also more inclined to say they were well paid (79%), and they also were more likely to believe their contributions were valued and appreciated (89%).

Alternatively, more than 4 in 10 workers who said they didn’t have a mentor also said they had considered quitting their jobs in the last three months. Only 25% of employees with mentors had considered leaving their role.

 

14. Millennials planning on staying with an organization for more than 5 years are twice as likely to have a workplace mentor

(Deloitte Millennial Survey)

The Deloitte Millennial Survey from 2016 found the majority of millennials don’t feel as though their leadership skills are being developed with the support of programs like workplace mentorship.

The report also found that people planning on staying with their organization for longer than five years were twice as likely to have a mentor (68%) compared to those who didn’t (32%).

The report suggests mentoring programs represent a valuable part of the leadership development strategy for many younger employees hoping to visualize a future with their business.

 

15. More than 80% of managers find group coaching sessions useful and engaging

(Torch)

Research conducted by Torch on their own platform revealed that 95% of the employees placed into a mentoring experience said they were satisfied with the outcomes.

A further 91% also said that access to a mentoring experience increased their motivation to take on more responsibility and coaching opportunities in their own careers.

The benefits of mentorship opportunities weren’t just significant for junior employees either. 80% of the managers in the study said they considered the group coaching sessions they took to be useful and engaging, highlighting the growing demand for mentorship at all levels.

 

16. 27% of British employees feel they don’t get enough training and mentoring for their roles

(Digits)

In a report published by Digits called “Are we Trained for Work?”, LMS provider Digits found that 27% of UK employees felt they didn’t get enough training and support for their current roles. Around 25% also said their most recent training experience felt more like a box-ticking exercise.

Mentoring was chosen as the most important kind of training for people in education in the study, at 31%. Notably, the report also found middle managers were most likely to be offered training by anyone in the study in relation to their position. Around 32% received mentoring training.

 

17. Mentor relationships can lead to better job satisfaction for nurses

(Plastic Surgical Nursing)

A study conducted and published by the journal for Plastic Surgical Nurturing found the mentor relationship has a positive impact on job satisfaction for newer nurse practitioners. While nursing is often a high-stress job with significant potential for turnover, the mentoring experience can help to provide a more positive environment.

The report showed a higher level of satisfaction for nurses with access to a mentor, leading to a mean score of 4.39 out of 6 for satisfaction. Nurses who were more satisfied in their jobs were also more likely to stick with the hospital for longer.

 

18. Employees who participate in mentoring programs are 5 times more likely to advance in pay grade

(Wharton)

A report published by Wharton found employees who participate in mentoring programs are five times more likely to advance in pay grade, and mentors themselves were also more likely to make progress in their careers.

Mentees were promoted up to five times more than those who weren’t part of a mentorship program, while mentors were promoted 6 times more often. Additionally, retention rates were significantly higher for both mentees (72%), and mentors (69%) than for employees not using mentoring programs at all (49%).

 

19. Development programs are one of the main factors employees consider when looking for their next career move

(LinkedIn)

The LinkedIn global trends report for 2022 found the most important factor considered by employees when considering the next stage of their career, is access to development opportunities.

Professional development opportunities, which included both training and mentoring solutions were chosen as the top concern by 59% of respondents. The second most important consideration chosen by respondents in 2022 was “flexible work support” at 48%.

 

Conclusion

If you’ve made it this far, congratulations! You’re a boss.

We know that it can be difficult to keep up with everything that’s going on in the world. But we also know that you care about your employees and want to make sure they have the best possible opportunities to grow and develop their skills.

That’s why we decided to do this research—to help you find out what’s working in mentoring programs around the world, so you can make the best decisions for your own organization.

The first thing that jumps out at us is the fact that mentoring programs are popular with both employees and employers. In fact, 91% of employees who have mentors are happy with their jobs—that’s an incredible statistic!

And employers agree: a whopping 100% of Fortune 50 companies have mentoring programs that they believe are beneficial for both parties involved. For example, mentees get access to valuable information about how business works in the real world and mentors get a chance to share their knowledge with others who might not otherwise have access to it.

It makes sense why so many companies are interested in this kind of program—it gives them a chance to help young people develop skills that will be useful later on down the road when they become full-time employees themselves. It also gives them a way of connecting with their employees on a more personal level which can lead directly to increased productivity levels too!

We hope that this research has been helpful and informative, but if there are any questions or concerns, please feel free to contact us.

We wish you all the best with your own mentoring program—and remember: mentoring doesn’t have to be hard!

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