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Implementing training programs can be challenging in today's business environment. Budget considerations and increased workloads can make it difficult to find an option that matches both your financial and time constraints. There's one solution worth considering, however, that works well under a variety of circumstances: mentoring.
In a typical mentoring program, new or junior employees are paired with experienced accountants who can serve as career advisors, providing guidance on everything from the subtleties of office protocol to getting ahead in the profession. Mentors can foster teamwork and improve staff motivation, and-by sharing their expertise-can also increase employee competency levels.
At the same time, mentors enhance their value to the organization. Serving as advisors allows them to build supervisory, leadership, and training abilities-skills that are valuable for any accountant. In addition, being asked to serve in this capacity shows the company respects their work, which can lead to higher job satisfaction and retention.
Setting up a program
It's important to clearly define the objectives before beginning a mentoring program. For instance, if the primary goal is to improve productivity in your department, you may want to concentrate on building participants' time- and project-management skills or proficiency with key software applications.
Next, you need to decide whether to have a formal or informal program. A formal approach can be very effective because it's structured, with regular meetings and frequent monitoring. On the other hand, an informal program provides...