Here’s an “ugghh” statistic from Gallup: only 23% of employees worldwide—and 32% in the U.S.—are engaged in their work.
But here’s a “yay” statistic: Gallup found that managers and team leaders account for 70% of the variance in team engagement. Another key finding? Having a best friend at work significantly improves employee engagement and job success.
What does this mean? Mentors matter.
As a sales manager, you might be thinking, “I’m already working too many hours a week. Now you want me to add even more mentoring to my plate? Not happening.”
Whoa.
You don’t have to do it alone. In fact, you shouldn’t.
Building a mentorship culture means creating an environment where mentorship happens naturally—up, down, and sideways. It’s not about formal programs or lengthy commitments; it’s about making mentorship part of the daily rhythm of your team.
What Does a Mentorship Culture Look Like?
A mentorship culture empowers everyone to contribute to each other’s success. It can be as simple as:
- A seasoned salesperson inviting a new hire to shadow them during sales meetings.
- A younger, tech-savvy team member helping a veteran incorporate AI tools into their workflow.
But for this culture to take hold, it starts with you, the leader, setting clear expectations:
- You don’t have to go it alone. In this sales organization, asking for help is expected.
- Don’t let others go it alone. If you see someone struggling or hesitant to speak up, step in and offer support.
- We always make time to help each other. Whether it’s advice, encouragement, or just listening—mentorship doesn’t require a formal calendar invite.
Busting the Myths of Mentorship
Many people hesitate to mentor because they believe myths like:
- You need to be highly accomplished to be a mentor.
- Mentoring requires hours of dedicated time each week.
Not true. Some of the best mentorship moments happen in a single conversation, a quick word of encouragement, or simply being present.
A Moment That Changed Everything
When I was in my twenties, I worked as a sportswear buyer for a small retail chain in the Midwest. My boss, Tony—a hard-charging, chain-smoking New Yorker—was reviewing my budget when he looked at me and said, “You’re smart.”
I immediately replied, “No, I’m not.”
(Who says that to their boss?)
I had always seen my older siblings as the smart ones. In high school, I struggled with algebra, which reinforced my belief that I wasn’t intelligent. But Tony wasn’t buying it. He repeated, “No, you’re really catching onto this business quickly.”
That moment changed how I saw myself. I’m smart!
It didn’t take a formal mentorship program. It didn’t require months of meetings. Just two simple words from someone paying attention.
Everyone Can Be a Mentor
Mentorship isn’t about structure—it’s about awareness. It’s about noticing when someone needs guidance, confidence, or a nudge in the right direction.
You don’t need a PhD to be a mentor. You just need to care enough to show up.
And when you build a culture where mentorship is a daily practice, you create a stronger, more engaged, and more successful sales team.
So, where can you start today?
My colleague, LeAnn Thieman and I, are writing a book on mentorship. Because you are our loyal readers, I am giving you the first opportunity to submit your story of a mentor who impacted your life.
Our goal: Create a mentor movement, one filled with people focused on giving and sharing their talents. If you have such a story, please contact us at mentor@salesleadershipdevelopment.com. The deadline for submission is April 1, 2025.
PS Your story is a great way to thank a mentor.
Good Selling and Leading!