The percentage of full-time US workers who are dealing with mental health concerns has dramatically increased in recent years. According to the World Health Organisation, stress and depression account for over 12 billion lost working days annually. The mental health epidemic is now stated to impact 1:2 individuals globally
The surprising significance a mental health mentorship program can play in promoting employee well-being is something that more employers are starting to understand.
Mentoring programs are a powerful tool for supporting and promoting the good mental health of employees, yet most programs are touching an absolute fraction of the workforce and do not fit a ‘one size fits all model.’
In this blog post, we will focus on the specific ways mentorship programs could benefit the workforce by minimizing difficulties with mental health, anxiety, and isolation.
We will look at how mentoring might be beneficial and what businesses can do proactively with a little strategy, engineering, and heart.

Benefits of Mentoring for Reducing Isolation and Promoting Mental Health

Courtesy of PixaBay
In 2022, Donald H. Taylor’s L&D Social Sentiment Survey revealed that mentoring has risen to #4 among the preferred learning and development strategies for L&D teams, up from #6 in 2021. This is the largest increase in rank compared to other strategies on the list.

The pandemic caused a 30% surge in mentoring initiatives at organizations, with approximately 56% to 71% of companies now utilizing mentoring to some extent, as per DDI and LHH.

Workers are feeling increasingly anxious due to a fundamental shift in their perception of work caused by the pandemic. People are reevaluating the significance of work in connection to their overall life goals and are choosing to change jobs accordingly. Companies are recognizing the importance of mentoring to address employee retention and engagement challenges (Cook, 2023 & MentorCLIQ).

Employees face a variety of difficulties in today’s fast-paced and frequently excluding workplace, which can be detrimental to their mental health. Workplace mentoring programs, though, are a bright spot.

Let’s explore how mentorship can significantly lessen isolation and improve everyone’s mental health at work.

Courtesy of Pixabay

Emotional Support and Connection – Mentoring fosters a strong emotional bond between mentors and mentees, reducing loneliness and isolation. At TwoMentor, we have been recommending more peer-mentoring models to clients where everyone has something to offer and learns from each other. A mentor-buddy model we love.
Building a Supportive But Smaller NetworkS – Mentees have access to a helpful network within the company through mentoring ties. A strong support system helps foster a sense of community and lessens the isolation some workers may feel. Smaller meetings will also drive more productivity and feelings of ‘ownership’ in decision-making.
Recognizing the Limitation of Zoom and TEAMS calls: People want to be part of something and add value. Sitting on the outskirts of Zoom and MS Teams calls had prompted a planned disengagement in the workplace which isn’t healthy. I.e . how many of us are multi-tasking, placing Amazon orders, reading texts, and leaving calls a bit lower in energy? Mentoring facilitates a 1:1 or 1:3 connection tripling engagement.
Skill Development and Empowerment – Mentoring boosts personal growth and skills. As mentees gain knowledge and abilities, their self-confidence and self-esteem rise, positively impacting mental health and reducing workplace loneliness. Feeling like someone out there cares about your professional and personal success is the foundation of meaning and psychological safety.
Coping Strategies and Resilience – Mentors offer valuable advice and coping strategies by sharing their own experiences of overcoming challenges. This builds resilience and helps mentees handle stress and adversity better, mitigating the adverse effects of isolation on their mental health.
What Companies Can Do?
Bottom Line: Employee mental health is essential for productivity and satisfaction with work in today’s demanding workplace. As shared, companies are becoming more aware of how mentoring programs may improve well-being, lower stress, improve psychological safety, and foster a sense of community.
Here are specific actions that companies may take to set up efficient mentoring programs and give employee welfare priority in a workplace that is rapidly changing:

1] Establish a Structured Mentoring Programs With High Touch Implementation and Holistic Components
Create world-class mentoring programs within the organization that pair growth-minded employees who both seek and have to offer guidance and support. A structured mentoring program ensures that mentees have a dedicated mentor to turn to for emotional support and guidance. For a smaller workforce, we recommend some flash mentoring sessions and industry association affiliations.
2] Provide Wellbeing Training and Exposure for Mentor Community to Know How to Best Help Each Other
Offer training on mental health awareness (like mental health first aid), and wellbeing and support a mentor community, equipping them with the skills to recognize signs of distress, provide empathetic listening, and offer appropriate resources or referrals when needed.
3] Allocate Time and Support from Top on 1:1 Relationship Building Mentor-Mentee + Sponsor Relationships
Promote the development of strong and trusting 1:1 relationships between mentors and mentees (or sponsor-proteges). Regular check-ins and feedback sessions can ensure that the mentoring relationship is mutually beneficial and supportive. Most mentor programs fail when people don’t sync up in the first 2-3 weeks after being matched and when people are not coordinated on scheduling sessions.
4] Encourage Open Communication
Create a culture of open communication within the organization where employees feel comfortable discussing their mental health concerns with their mentors (minor) and HR or outside consultant, EAP (major). Encouraging honest and non-judgmental discussions can help reduce the stigma around mental health and foster a supportive work environment.
5] Provide Access to Mental Health Resources
Complement the benefits of mentoring with access to professional mental health services. Offer counseling services, employee assistance programs (EAP), and mental health workshops to ensure employees have comprehensive support when needed. By personally sharing and mentoring others on the benefits of the EAP program at a past company I worked at, three others utilized it and got inexpensive therapy– a win! (Mentors- remember, you are not therapists, but you can be a source of information on how to get access through the company to resources under employee benefits).
Implementing these actions demonstrates the company’s commitment to employee well-being and fosters a supportive work environment that promotes mental health and overall employee satisfaction. To fast-track TRUST + human connection, we also are BIG fans of well-orchestrated Flash Mentoring opportunities.
HERE TO HELP Julie Silard Kantor has spent 30 years in workforce development and served in leadership roles to build a more diverse, engaged workplace. She and her team custom-build + manage mentoring 2.0 initiatives to drive employee engagement, and retention, and support M&A integrations. She can be reached at Julie@twomentor.com or www.linkedin.com/in/juliekantor

“Julie, I am no longer going to put in 120%,” Barry* shared with me after his finance company had a second round of layoffs and he started feeling distrustful and overwhelmed with the additional responsibilities placed on him. The layoffs were not financially motivated and he lost 14 team members. “Maybe I will shoot for 85%, there is more I want to do with my life now,” he confided.
“Quiet Quitting” is shedding light on how professionals see work and sparking conversations about our relationship with workplaces. It isn’t the same as quitting your job completely. It actually means finding a balance between work and life by meeting the requirements and then focusing more time on other aspects of life. It might mean a planned disengagement which we will discuss below in greater detail. Now, let’s dive a bit deeper into this. The rise of “quiet quitting” goes beyond the social media hype. Supported by an Edelman survey of 36,000 people, it’s clear that those aged 18 to 26 are wrestling with major worries – safety, well-being, money, and adapting to rapid changes.

So….what are some of the motivations behind quiet quitting and what can companies do?

According to experts in GQ magazine, people are using “quiet quitting” to deal with burnout. Many younger workers, especially those in their 20s from Generation Z, feel overwhelmed by burnout. About 54% of Gen Z workers are thinking about leaving their jobs because of it. The assumption during the past few years has been that working from home would reduce burnout and yield more time for family and hobbies. Zoom and MS Teams ‘saved the day’ enabling people to work remotely, meet online, and collaborate. Research shows productivity did go up significantly (who needs a 90-minute commute!) but mental health and wellbeing plummeted. As a result of the pandemic, a lot of people of all ages around the world are struggling with their mental health. Nearly 80% of young people are dealing with problems like depression, anxiety, and feeling disconnected or disappointed.

Let’s look back at a few workplace trends that emerged from 2020 to the present. How the way we work changed.

First, many people lost jobs and client contracts in 2020. Then, in 2021, millions left their jobs as opportunities increased and unemployment was low. This big wave of leaving work has been referred to as the “Great Resignation.” People, especially parents, felt too much pressure to the breaking point with schools closed and lack of childcare. A survey by the Pew Research Center showed low pay, not many chances to grow, and feeling disrespected made Americans quit their jobs last year. Many were disappointed by their companies’ handling of COVID-19 and became increasingly isolated with task orientation and dwindling ‘water cooler’ chat that fostered belonging and trust. Being on back-to-back Zoom calls for 6-8 hours a day also had a detrimental impact over time so people elected to multi-task and elected a ‘planned disengagement’ model for coping with these changes. Many chose to no longer put in extra effort beyond their job requirements.
This phenomenon has started to worry business leaders and human resources professionals concerned about maintaining high levels of employee engagement, especially during economic uncertainty. While employees may be striving to retain their jobs with fears around a 2023 recession, it doesn’t necessarily mean they’ll be going the extra mile, particularly when they’re asked to do more with fewer resources.
For individuals in their twenties, entering the workforce during the pandemic has been marked by a series of disruptions. This includes the novel experience of remote work, which has left an indelible mark on their professional journey. As highlighted in an article by The Wall Street Journal, these young workers had to adapt to a transformed work environment, grappling with the effects of remote work and its associated challenges.
What Employers Can Do
Enhancing employee engagement and tackling problems like “quiet quitting and disengagement” are both made possible by revisiting the apple-pie but complex world of mentoring initiatives. Companies can successfully increase employee dedication and value within the organization by developing a strong mentoring culture. The phenomenon of quiet resigning, in which workers gradually leave without giving any obvious symptoms, is likewise combated by this proactive strategy.
Let me just stop and ask a question here. Have you ever been to a professional conference where leaders at the podium, when talking about their professional trajectory or success don’t refer to at least one mentor? In fact, at every conference I attended in the past 24 months, the leading piece of advice to young professionals has been “get a mentor” or “get a sponsor” (someone who can champion you behind closed doors).
Organizations can lower the expenses associated with staff turnover by increasing employee retention rates through mentoring. Mentoring helps to revitalize the energy of the workforce and foster an environment that is happy and productive, which is especially important in the post-pandemic setting.

Research indicates that mentorship benefits both individuals and companies. A CNBC and SurveyMonkey study found that 89% of employees with mentors feel valued by their colleagues, compared to 75% without mentors. Becoming a mentor can enhance your career and contribute to increased engagement, retention, and productivity among employees. This leads to a question: Can mentoring actually help companies keep employees engaged and interested?
Mentoring has become super important for businesses, especially after the pandemic. Skilled workers are okay with leaving their jobs for better ones. They want a better life, balance, pay, and learning chances. A lot of people, like a whopping 65% or even more, kept looking for new jobs in 2021, 2022, and 2023 (PwC).
Businesses in the US lose an incredible amount of money, almost 1 trillion dollars because employees leave and it costs a lot to replace them, sometimes twice their salary (Gallup). Regardless of their role– workers, bosses, or even higher-ups – those who have mentors are way less likely to think about quitting their jobs (CNBC/SurveyMonkey).
Quiet quitting arose as a response to the question: “How are you demonstrating care for your employees?”
Workers now seek more than just a paycheck – they want an experience that values their holistic well-being. This trend highlights the need for mentoring programs, which show genuine investment in employees, ultimately curbing the quiet quitting phenomenon and fostering a supportive workplace culture.
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Julie Silard Kantor has spent 30 years in workforce development and served in leadership roles to build a more diverse, engaged workplace. She and her team at TwoMentor custom-build mentoring initiatives to drive employee engagement, and retention, and support M&A integrations. Contact: Julie@twomentor.com

In the intricate tapestry of human development, mentors serve as beacons of guidance, illuminating the path toward personal and professional growth.

The significance of mentors cannot be overstated, as they play a pivotal role in shaping individuals into competent,confident, and well-rounded beings.

This article explores the profound impact of mentors and goes into the reasons why we are deeply grateful for these guiding lights. At Twomentor, we also more and more see the value of mutually beneficial alliances and peer to peer mentoring— a great win/win in the modern day workplace.

Knowledge Transfer and Skill Enhancement
One primary reason for our profound gratitude towards mentors lies in their ability to transfer knowledge and enhance skills (Agile, 2023). Mentor’s have vast amounts of experience and learning that they are open to sharing in the right time and the right place.

Insights are invaluable!

Through this knowledge transfer, individuals gain a deeper understanding of their chosen fields, acquire essential skills, and develop a solid foundation for future success.

Personal Growth and Self-Reflection
Mentors not only contribute to professional development but also play a crucial role in fostering personal growth. Through constructive feedback and guidance, mentors encourage self-reflection, helping individuals identify strengths and areas for improvement (Bradley 2023). Having a sounding board who can challenge and encourage can turn the tides on a career that’s feeling a bit lackluster.

This introspective process cultivates a sense of self-awareness and resilience, enabling mentees to navigate challenges with grace and adaptability.

Building Confidence and Self-Esteem
A mentor’s encouragement and belief in their mentee’s potential can have a transformative impact on self-confidence and self-esteem. In times of great change, resiliency and vision-ahead are paramount.

The reassurance provided by mentors empowers individuals to embrace challenges, take risks, and pursue ambitious goals.

The nurturing environment created by mentors fosters a positive mindset, instilling a belief in one’s abilities that extends far beyond the mentorship relationship.

In one study, physicians who mentor others or are mentored showed a 62% increase in retention.

Networking Opportunities and Elevating Professional Connections
Gratitude towards mentors also stems from the networking opportunities and professional connections they might also chose to facilitate. Mentors, often well-connected within their industries, may open doors to a broader network of like-minded individuals (Role of Mentorship – FasterCapital, n.d.). High Potential employees that have Sponsors within the company or externally may truly benefit from these championing relationships as well

These connections provide mentees with access to valuable resources, diverse perspectives, and potential career opportunities, ultimately contributing to their long-term success.

Role Modeling and Values Transmission
Mentors, by virtue of their role as guides and advisors, become living embodiments of the values and principles that pave the way for success. Their ethical conduct, unwavering dedication, and resilience serve as a powerful source of inspiration for mentees. Each company has a set of core values, good mentors understand these foundational values and can help other embrace them.

Witnessing these qualities in action motivates individuals to actively cultivate similar traits within themselves. This transmission of values through mentorship extends far beyond the professional realm, permeating various facets of life. It acts as a catalyst for the development of responsible and principled individuals, creating a ripple effect that positively influences not only the mentees but also the broader community and society at large.

Emotional Support and Guidance
Beyond professional and intellectual growth,mentors offer invaluable emotional support and guidance. The mentor-mentee relationship often extends beyond the confines of the workplace or academic setting. We see this a lot with people who are Quiet Quitting. They have lost hope. Having a trusted talk (or several) with a mentor might be a turning point in overcoming challenges and staying the course.

Mentors become trusted confidantes, providing a safe space for mentees to share concerns, seek advice, and receive encouragement during challenging times.

This support fosters a sense of belonging and resilience, reinforcing the mentee’s ability to navigate life’s personal and professional complexities. Of course, we note a mentor is not a therapist and the relationship should have some solid boundaries.

Gratitude
The gratitude we feel towards mentors (and mentees) is grounded in the multifaceted impact they have on our lives. From knowledge transfer and skill enhancement to fostering personal growth and emotional support, mentors play a pivotal role in shaping the trajectory of individuals’ lives. Most mentors will often tell us that they get just as much out of the relationship as their mentees.

As we acknowledge the immeasurable contributions of these guiding lights, it becomes evident that mentorship is not merely a professional transaction but a deeply enriching and reciprocal relationship that transcends time and circumstance.