There are different types of mentoring-programs in companies. At it-economics, the focus is on the professional context rather than on the interpersonal aspect.
All employees are given a trustworthy contact person, who helps them trough their on-boarding – or after a longer absence. Even after the trial period, the mentor is available to help with all matters, questions and uncertainties. We currently have around 70 mentors supporting us in all our German branches.

Continued integration into the team after the on-boarding and even the trial period

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What many people perhaps don’t take into consideration: things really get started after the on-boarding phase. Although upon their start at a new company all new joiners are provided with many pieces of information, a number of questions and uncertainties often arise afterwards. Managers and team members support their new colleagues, but it’s always helpful to be surrounded by a neutral person, too, someone who doesn’t directly belong to the team. A lot of time may go by until a new joiner develops a sense of belonging and confidence within the new company.

Maintaining neutrality by clearly assigning roles

There are many managers, project leaders, career advisors and team members in the department or even on the same project; but who is best suited as a mentor?

At it-economics, we have divided professional and support roles making sure, that the mentor is not the mentee’s direct manager. It needs to be someone both in a neutral position and with a lot of professional experience. This enables a trusting and open exchange with the mentor, who often has a different perspective on things and can therefore provide valuable input.

“The core of mentoring is the individual relationship between mentee and mentor, that builds on an open interaction allowing the mentee to freely discuss ideas, doubts or even fears.”

What makes a good mentor?

✔️ Sense of responsibility
✔️ Caring
✔️ Interest in fellow human beings
✔️ Taking pleasure in sharing knowledge
✔️ Empathy
✔️ Willingness to help
✔️ Trustworthiness
✔️ Discretion
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Regular and personal exchange is the be-all and end-all of our mentoring program. Mentoring meetings usually take place either during working hours, but every three months our mentors have also the chance to invite their mentees out for dinner and it-economics takes care of the bill.

Using personal profiles to find a match – This is what distinguishes mentoring at it-economics

At it-economics, we try to find the perfect match between mentee and mentor using our mentoring of profiles. Not only the professional backgrounds are compared, but also personal interests. Both mentor and mentee are required to fill out a profile and send it to the other person. If, for example, both mentor and mentee have children and like to play tennis, there are of course possible touchpoints for future exchanges.
Arguably, this may sounds a bit like a “find the perfect match” agency, but in practice it works quite well. Both mentor and mentee know who the other person is, which in turn helps them to open up to one another quickly.

They are free to determine the structure and frequency of their exchanges; we merely provide the right framework. Mentor and mentee can also decide to either continue the exchange after one year or to stop it, if the mentee is already well integrated.

How can our mentors help our mentees?

  • Knowledge exchange
  • Pointing the right contact persons
  • Sharing information
  • Invitation to internal events and groups
  • Building networks
  • Work-life balance
  • Private and professional challenges
  • Dos and Don’ts on an informal level
  • Self-organization
  • Tips for trips around the office
  • Common interests, hobbies
  • Avoid and resolve conflicts

Mentee and mentor benefit from each other

Directly after the onboarding at it-economics, mentees are accompanied by their mentors throughout their trial period. This gives them security and an additional contact person to provide objective feedback, so they don’t have to jump in at the deep end. Thus the mentee gets to build a stronger bond within the company more quickly.

Mentors enjoy their role in welcoming, integrating and supporting new team members. Moreover, by taking responsibility they benefit from the mutual exchange of knowledge with their mentees. Finally, while enhancing their empathy through the shared experiences with their mentees, mentors also get to know the company from a different perspective.

Judith Spitzenberger


Judith Spitzenberger
Senior HR sepcialist