Mentoring:
Primary Research
The primary research findings presented below are based on responses to a fourteen-question survey, with responses collected between March 20-26, 2023. A total of 200 responses to the survey were collected, and after filtering out responses from individuals who did not meet the minimum 18-year-old age requirement, or had not been mentored during their career, data from 169 survey responses are included in the results. The surveys were anonymous and were promoted via a LinkedIn social media post. Of the survey questions, 11 of the 14 questions use a five-point Likert scale. Additionally, there was one qualification question, one ranking question, and one open-ended comment question. No compensation was provided to the survey respondents.
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Positive Difference
The results from this question are conclusive. For those who have had mentoring experiences, 98% agree or strongly agree that those experiences have made a positive difference in their careers.
Trust (overall)
A significant percentage of the survey respondents (96%) agreed or strongly agreed that they trust their mentor to have their best interest in mind. This is significant. As shown in the trust section on this website, research is conclusive regarding the importance of trust in the mentoring relationship.
Trust (timing)
While trust was shown as a positive part of the mentoring relationship, as illustrated in the previous question, here we discover that trust does not come immediately and instead is built over time. In fact, 19% of respondents could not agree with the statement that they were able to trust their mentor from the beginning of their relationship.
Finding a Mentor
The next three questions in the research focus on various aspects of finding a mentor. This first question asks about the ease of finding a mentor. Less that 1/3 agreed or strongly agreed (31%) that finding a mentor was an easy task.
Company Help Finding a Mentor
Here our results show that only 29% of respondents agree or strongly agree that their company was helpful to them finding a mentor.
Company Encouragement
While our previous question showed that mentees don't feel their companies are good at sourcing mentors, they do feel better about the mentoring encouragement they receive (51% agree or strongly agree).
Remote Work
Considering our website section on mentoring in post-pandemic conditions, it's interesting to see that 75% of respondents agree or strongly agree that mentoring is more important with the increase in remote working situations.
Career Timing
The responses to this question show a strong agreement (80% agree or strongly agree) that mentoring is more important early in the mentee's career.
Importance of Time
Here we see that 86% of respondents agree or strongly agree that their mentor makes time for them. This would allow us to conclude a corellation between making time and impactful mentoring relationships (see question number 1).
Better Than Money?
The responses to our questions certainly show that people find value in mentoring relationships. However, when asked if they value a good mentor over a salary increase, 58% were either neutral or disagreed/strongly disagreed with the proposition.
Rank Order: What is Important in Mentoring
In this research question respondents were asked to rank order nine factors of mentoring, based on what is most important to them as a mentee. A weighted average was used to develop the scaled ranking.
At the top of the ranking was a reemergence of the popular trust factor, specifically, "Trusting my mentor." This was followed by "My mentor makes time for me."
At the bottom of the weighted rankings were "My mentor being respected by others in the organization" and "My mentor showing empathy for me."
WORD CLOUD
Taken from the 153 responses to the open-ended research question, "What is the primary value you have received from your mentor?" this word cloud was created. Dominant words in the responses include: guidance, confidence, career, navigating, advice, opportunities, and perspective.
The complete, unedited responses can be read at: http://bit.ly/3ZXsyfF
