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Home / Mentee/Protege / Benefits of Mentoring

Benefits of Mentoring

The rewards of having an HHS Mentoring Program are great. While there are many obvious benefits to mentors and mentees, this program will also be extremely advantageous to the HHS organization. Current trends and research show that mentoring is essential to an organization. Thirty-five percent of employees who are not mentored within 12 months of being hired begin to actively seek jobs elsewhere Only 16 percent in mentoring relationships leave their employer. Thirty percent of women executives and 47 percent of women of color pointed to "lack of mentoring" as a barrier to their advancement.

Highlighted below are the benefits to mentees, mentors, and the organization.

Benefits to Mentee

Benefits to Mentor

Benefits to Organization

Assistance in defining realistic professional goals, paths, strategies, and options

Opportunity to contribute to the success of individuals and thereby investing in HHS – Leave a Legacy

Builds a learning organization that fosters personal and professional growth through the sharing of information, skills, culture, and common vision

Increase opportunity for professional and personal growth through coaching, feedback, and training opportunities

Opportunity to share expertise with others across organizational boundaries

Development and retention of human talent through the sharing and leveraging of strategic knowledge and skills throughout the department

Receive feedback to support professional development and growth

Opportunity to enhance leadership skills by developing others

Increase job satisfaction and improve quality of worklife balance.

Increase understanding of the HHS culture, values, and norms

Expand professional network by working with the mentee and participating in Department-wide training and networking events

Increase in role modeling with leaders teaching other leaders which support management and workforce development and succession planning

Structured training to address competency skill gaps

Increase understanding of how employee priorities and capabilities can be leveraged to meet department goals

Increase and manage intellectual capital to achieve departmental goals, initiatives, etc. – Partnering for Excellence

Last revised: 12/15/2008

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