Building an Internal Employee Mentoring Program (Free Template)
Unlocking the Power of Upward Mentoring
Mentoring has long been recognised as a cornerstone of employee development, engagement, and retention. Traditional mentoring usually pairs senior leaders with junior staff, helping the latter gain insights and navigate their careers.
However, an emerging trend — upward mentoring — flips this dynamic, giving organisations an opportunity to foster innovation, inclusivity, and stronger leadership.
Here’s how to design and implement a successful internal mentoring program, with a focus on upward mentoring. Get your free template at the bottom of this article.
Why Employee Mentoring Matters
Effective mentoring programs provide multiple benefits:
Knowledge Transfer – Ensures institutional knowledge flows throughout the organisation
Skill Development – Both mentor and mentee grow through shared experiences
Employee Engagement – People feel supported, valued, and invested in
Retention – Mentored employees are more likely to stay and thrive
When done well, mentoring strengthens organisational culture, promotes collaboration, and builds leadership capacity. Learn more about how Two Magpies’ accredited mediation services can support your organisation to improve its culture and boost its effectiveness.
What Is Upward Mentoring?
Upward mentoring is a relationship in which junior or mid-level employees mentor senior leaders. It might seem counterintuitive at first, but it can be incredibly effective in helping leaders:
Understand the perspectives of younger employees or new hires
Gain insights into emerging trends, technologies, and ways of working
Identify cultural or operational blind spots
Improve inclusivity and diversity awareness
In essence, upward mentoring creates a two-way learning environment where leadership is informed and empowered by those they lead.
My Template for Building an Employee Mentoring Program
The following steps are how I, as an HR leader, build internal mentoring programs for my clients:
1. Define Goals and Objectives
Clarify what the program is designed to achieve. Examples include:
Strengthening leadership awareness
Developing talent pipelines
Improving cross-functional collaboration
Enhancing diversity, equity, and inclusion (DEI)
2. Identify Participants
Decide who will be mentors and mentees
For upward mentoring, encourage senior leaders to actively volunteer to be mentees
Ensure mentees feel empowered to provide constructive, honest feedback
3. Match Mentors and Mentees Thoughtfully
Consider skills, experience, goals, and personality
For upward mentoring, match senior leaders with employees who can provide fresh insights on the leader’s areas of development
Avoid mismatches that might create tension or inhibit openness
4. Provide Training and Guidance
Offer workshops or resources for both mentors and mentees
Topics might include active listening, giving and receiving feedback, confidentiality, and goal setting
5. Structure the Program
Define the program length (typically 6–12 months)
Recommend meeting frequency (monthly or bi-monthly)
Provide clear expectations: objectives, confidentiality, and boundaries
6. Encourage Two-Way Learning
Upward mentoring works best when it’s reciprocal: senior leaders provide context, while junior employees share insights freely
Promote a culture of respect and curiosity to maximise learning
7. Monitor and Measure Success
Track progress through surveys, feedback sessions, and program reviews
Measure outcomes like engagement scores, retention, leadership effectiveness, and innovation adoption
8. Celebrate Success
Recognise participants publicly to encourage wider engagement
Share success stories to reinforce the value of the program
Tips for Successful Upward Mentoring
Create a Safe Space: Junior employees need assurance that their input will be valued and confidential
Lead by Example: When executives participate enthusiastically, it signals that learning is valued at all levels
Set Clear Goals: Both mentor and mentee should define what they hope to achieve
Encourage Reflection: Leaders should act on insights gained, showing tangible outcomes
Evaluate and Iterate: Regularly assess the program and adapt based on feedback
Follow These Tips for a Successful Internal Employee Mentoring Program
An internal mentoring program — especially one incorporating upward mentoring — can transform organisational culture, accelerate leadership development, and unlock hidden potential across all levels of the business.
By giving junior employees a voice in shaping leadership perspectives, companies not only foster engagement but also build leaders who are more adaptable, empathetic, and connected to the evolving needs of their workforce.
In today’s rapidly changing workplace, mentoring isn’t just nice to have — it’s a strategic advantage. Upward mentoring ensures that your organisation learns from every corner, empowers employees, and prepares leaders for the future.
Contact us today for an obligation-free consultation to discover how an internal mentoring program could transform your team.
Employee Mentoring Program Template
Program Name: ______________________
Program Duration: ____________________
Step 1: Define Goals & Objectives
Identify purpose: leadership development, DEI, skill-building, engagement
Define measurable outcomes (KPIs)
Align with organisational strategy
Step 2: Secure Leadership Buy-In
Present program benefits to executives
Recruit senior leaders to participate as mentees
Gain budget/resources for training and support
Step 3: Identify Participants
Mentors: junior/mid-level employees with insights or expertise
Mentees: senior leaders open to learning
Encourage voluntary participation
Step 4: Thoughtful Matching
Match based on skills, development goals, and personalities
Consider cross-department opportunities
Ensure mentor empowerment in upward mentoring
Step 5: Provide Training & Guidance
Workshop on active listening, feedback, and goal setting
Clarify roles, expectations, and confidentiality
Provide a program guide or handbook
Step 6: Define Program Structure
Program duration: 6–12 months
Meeting frequency: monthly/bi-monthly
Check-in schedule & reporting requirements
Step 7: Encourage Two-Way Learning
Leaders share challenges and context
Mentors provide insights, challenge assumptions, and highlight blind spots
Maintain respectful, open communication
Step 8: Monitor Progress
Surveys or check-ins at intervals
Track KPIs: engagement, retention, adoption of ideas
Adjust pairing or approach if needed
Step 9: Celebrate Success
Recognise mentor and mentee contributions
Share success stories internally
Encourage a continued mentoring culture
Step 10: Review & Iterate
Conduct end-of-cycle program review
Identify lessons learned and successes
Adjust program structure, training, or matching for next cycle
Optional: Additional Tips
Safe space for honest feedback
Executive role-modelling
Regular reflection and actionable follow-up
Continual program evaluation and iteration
Get in touch for expert support with implementing an effective mentoring program in your organisation.