Team stability and continuous development are two factors that form a truly great and efficient team. And a great and efficient team creates high-quality products. To achieve this, many successful companies implement a mentoring system, and Fora Soft is no exception. We as well faced challenges in communication and tracking unforeseen situations, and we needed a tool to ensure regular feedback and the steady growth of our employees.

One of the potential approaches we considered was the “Buddy” system—a person in the company whose task would be to immerse newcomers in work processes. However, our goal was to provide professional development. Therefore, we decided that such a system would not be effective enough for us, as “Buddy” implies a more informal communication style than we desired. That’s how mentors emerged in Fora Soft.

What does a mentor do?

First and foremost, we defined the role and responsibilities of mentors in our company. Our goal was to relieve project managers of adapting and integrating new employees into projects. We decided that mentors would be individuals with a higher level of experience (at least middle level) who had already worked in the company for at least six months.

Their main task is to help new employees adapt during their probationary period and continue supporting them in their ongoing professional development.

Two stages of mentoring in Fora Soft

Each of our employees goes through a probationary period. For more details on this, read the article.

It is during the probationary period that newcomers get acquainted with their mentors. During this period, mentors:

Introduce new hires to the company and its work processes.

  • Explain the structure and methodologies of our work.
  • Ensure that the new employee understands everything and answer any questions if necessary.
  • Provide ongoing feedback on work progress, both in the moment and during individual meetings (every two weeks or more frequently).
  • Develop a development plan and monitor its execution.
  • Track the speed and quality of work and help in problem-solving.

By the end of the probationary period, the newcomer should have a good understanding of the company’s work processes, values, and culture. However, if a new employee wishes to continue the mentoring relationship even after the official completion of the probationary period, the mentor will:

  • Assist in resolving professional and software development-related issues.
  • Continue developing the development plan and monitor its implementation.
  • Provide feedback during one-on-one meetings on a monthly basis.

How does mentoring promote growth?

Mentoring is an indispensable component of the employee development framework at Fora Soft, contributing significantly to their professional advancement. This process is instrumental in several key ways:

  1. Skill and Knowledge Transfer: Mentoring serves as a conduit for the transfer of essential skills and knowledge from seasoned employees to newcomers. This transfer is vital for equipping new hires with the competencies necessary to excel in their roles.
  2. Accelerated Integration: For new employees, navigating the complexities of a company’s culture, workflow, and processes can be overwhelming. Mentoring accelerates the integration process by providing them with insights, tips, and guidance on how to adapt and fit into the team seamlessly.
  3. Comprehensive Understanding: Through mentorship, new hires gain a holistic understanding of the organization’s work processes. They can explore not only the formal procedures but also the informal dynamics, which are often just as crucial for success within the company.
  4. Feedback and Improvement: Regular interaction with mentors ensures that new employees receive constructive feedback on their performance. This feedback loop is essential for continual improvement, allowing individuals to refine their skills and refine their approach to their tasks.
  5. Professional Development: Mentorship at Fora Soft doesn’t stop at the basics. It actively fosters ongoing professional development. As employees progress in their roles, their mentors guide them toward more advanced skills, helping them reach their full potential.

In summary, mentoring at Fora Soft is a dynamic and multifaceted process that goes beyond simple orientation. It’s a strategy that invests in the growth and success of each employee, ultimately benefiting both the individual and the company as a whole.

Additionally, the mentoring system encourages initiative and autonomy. This empowers Fora’s employees to not only successfully complete their tasks but also discover new innovative approaches to project challenges.

We strive to provide our clients with the best results in software development. Mentoring is one of the key factors contributing to achieving this goal.

Experience the quality of our development yourself—contact us to discuss your project. We will clarify the details and provide initial product concepts along with a rough estimate within a week.

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