Mentorship or Investment in the Future

Mentorship as a Tool for Adaptation and Safety

The generational shift in manufacturing presents companies with new challenges. Young people born during the demographic downturn of the late 90s and early 2000s are entering the labor market. They are few in number, highly sought after, and choose employers based not only on salary levels but also on corporate culture. Under these conditions, mentorship becomes not just a tradition, but a critical tool for adaptation and ensuring safety. The webinar speaker, Arsen Azizov, Leading HSE Specialist at Gazprom Transgaz Ukhta LLC, explains in detail how to revive the institution of mentorship and turn it into an effective risk management system.

Why Young Workers Are at Risk

According to Rostrud statistics, the highest number of fatal accidents occurs among employees with less than three years of experience. The Ministry of Labor notes that 27% of severe injuries in 2024 were attributed to "other causes," of which 43% were due to carelessness, inattention, and haste. These are the qualities often characteristic of young specialists. The presentation details an approach where an experienced mentor becomes a guide for the newcomer, helping them avoid mistakes that could cost their health or life.

Objectives and Benefits of Implementing Mentorship

A mentor is not just an experienced worker; they are a leader with developed emotional intelligence. The speaker highlights the key objectives of mentorship:

• Adaptation of new workers: helping them integrate into the team and understand processes. This reduces the time it takes for a newcomer to start working independently.
• Skill development: transferring not only professional knowledge but also personal and business qualities, such as responsibility and teamwork.
• Strengthening production culture: the mentor broadcasts corporate values and safety requirements, shaping the right attitude towards work in the younger generation.

For the company, the benefits are obvious: reduced injury rates, increased efficiency, and the preservation of traditions.

Step-by-Step Algorithm for System Implementation

Implementing mentorship requires a systematic approach. The speaker demonstrates how to build this process using specific steps as an example:

• Forming the idea and image of a mentor: creating a positive image of a mentor in the company, encouraging those who take on the upbringing of youth.
• Defining measurable goals: results should be visible in numbers (e.g., reduction in LTIFR/TRIFR, results of behavioral safety audits).
• Creating individual plans: adaptation programs should include control milestones (work clearance, technical training) that do not look like a formal exam but are integrated into the workflow.
• Motivating mentors: overcoming resistance through material (bonuses, grade promotions) and non-material (status, recognition) incentives. It is important to show the mentor their value and the significance of their contribution to the company's future.

What you will learn from this webinar:

• How to justify the need to implement a mentorship institution to management?
• What metrics to use to evaluate the effectiveness of a mentor's work?
• How to overcome the resistance of experienced employees and motivate them to train the youth?
• How to integrate HSE requirements into a newcomer's adaptation program?
• How to resolve conflicts between a mentor and a mentee at early stages?