The hospitality industry has certainly seen its share of challenges during the last two years. From hotel reservations coming to a standstill to restaurant shut downs, employees found themselves furloughed or out of jobs altogether.  According to the Harvard Business Review the increase in resignations – known as The Great Resignation – has been largely driven by mid-level employees.

As jobs open up again, it’s important to let employees know they’ll be supported along the way – that there’s room for them to learn and grow. One way to offer this support is with a mentorship program. Mentoring those who are interested in the hospitality industry can help create a pipeline of talent to fill much-needed positions.

Forbes reported that mentoring has proved so beneficial that 71% of Fortune 500 companies offer mentoring programs to their employees. A mentor can help a mentee push his/her career to new heights.

Did you know that Michelle Obama (when she was Michelle Robinson), was assigned as Barack’s mentor at the law firm where they both worked? Chef Pino Luongo served as Anthony Bourdain’s mentor and one of his early bosses.  Maya Angelou served as Oprah’s mentor and Warren Buffet as Bill Gates’ mentor.

If you’re considering serving as a mentor, ask yourself these questions:

When you serve as someone’s mentor you’re serving as an inspiration, opening the doors to those who seek to make the world of hospitality their chosen career path. Teaching, coaching, and supporting others are one of the best ways to help them explore their opportunities.

• Who is a good fit for you? What values are important to you and your mentee?
• Are you a good listener allowing others the time and space to express themselves?
• Are you willing to share, not just successes, but failures (as a learning tool)?
• What skills/talents can you offer to share with your mentee?
• How much time do you have? How often can you meet with your mentee?
• Does your mentee have a clear career path they’re considering that you can support?

Once you’ve decided to serve as a mentor, you want to make sure you set clear expectations. Your mentee should have a goal in mind so you can do your best to support them in taking the appropriate steps to achieve it.  Whether the mentee is a line cook hoping to excel as chef or a front desk clerk wanting to step into human resources, as a trusted advisor you can:

• Teach them skills they need to perform on the job as well as the ins and outs of the environment they’re working in.
• Coach them on things like handling conflict resolution, building self-confidence, or understanding company policies.
• Be a sounding board – let them bounce ideas off you or share challenges they’re facing.
• Get to know him/her on a deeper personal level and provide a safe, non-judgmental space.

Wharton management professor Katherine Klein says what mentees look for in a relationship with a mentor is “having a sounding board and a place where it’s safe to be vulnerable and get career advice. It’s a relationship where one can let one’s guard down, a place where one can get honest feedback, and a place, ideally, where one can get psychological and social support in handling stressful situations.”

If you are interested in sharing your expertise to help someone nurture their personal growth and develop their skills in the hospitality industry, serving as a mentor can be a fulfilling and rewarding experience for you and your mentee.