6 months ago, we launched a new feature that we call “Mentees Progress”. We would ask mentees the skill they would like to work on, and we would ask them regularly if they did progress on that.
It’s working really well, it helps the mentees be more focused on what they’re working on, and it helps the Executive sponsor of the project (usually VP Engineering or VP HR) to have tangible and quantitave results about how Plato brings values to Mentees.
Now we’d like to bring this to the next level, and the biggest levers for improvements are:
Bringing career ladder into Plato
At the question why Plato exists, we answer that Plato exists to help Engineers be more engaged at work, progress in their skills and grow in their career.
Most companies have a personal version of their career ladder, they have their own definition of levels and skills to master to get to the next level.
We’d like to adapt to your vision of what’s a good Engineering Manager. And we’d like to to integrate those levels into our product, and help Mentees visualize what skills they need to work on, and how are they progressing.
Without Mentors, Plato doesn’t exist. Although in the beginning of Plato, mentors would join only because of the mission, (the early adopters), as you grow, this is not enough anymore. So we need to continue working and improve the product and programs to give them more incentives.
How can we engage better our mentors? To give them more incentives and benefits?
It’s not only about Product Features, it can be programs, events and anything else also!
A longer term and recurring need for mentorship
How can we create a longer term and recurring need for mentorship and not have mentees churn because “they got all they needed from mentorship”.
We all know that you always have things to improve and progress!
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