It needs to be someone who is not doing your annual evaluation. Your mentor should also be knowledgeable about your workplace, he says. Some organizations keep lists of people who have volunteered to serve as mentors, and you could select someone from the list. If your workplace doesn't keep a list and you haven't met anyone who you think would make a good mentor, ask for suggestions from your colleagues in the human resources, staff development or education departments. Expect Support, Not Miracles Rewarding Mentors Mentors are often unrecognized heroes, says registered respiratory therapist Carl P. Wiezalis, MS, president-elect of the American Association for Respiratory Care and a professor in the department of cardiorespiratory sciences at the State University of New York's Upstate Medical University at Syracuse.
Many institutions are counterproductive when it comes to mentoring.
Mentoring should be built into the employee evaluation system, and mentors should receive tangible rewards, Wiezalis says. Rewards could range from a gift certificate or special annual dinner for mentors to discretionary salary increases, he suggests. Mentors should also receive continuing education in order to improve their comfort level with mentoring and their mentoring skills, he says. You can expect a certain level of support and advice from a mentor, but he or she can't solve your problems for you. Perhaps the most valuable quality a mentor can offer is perspective, Eagles says.