In a sector facing persistent skills shortages and an ageing workforce, mentoring is an effective tool for developing and retaining talent. 

Structured mentoring programmes offer measurable benefits for both new entrants and experienced professionals alike, improving retention, accelerating skills development, and strengthening organisational culture.

Early career benefits 

The most visible impact of mentoring is among apprentices and new entrants, with mentoring programmes proven to boost retention by providing pastoral support and guidance, especially in the critical first year.

They can also accelerate skill development by giving apprentices access to experienced tradespeople’s tacit knowledge, and support diversity and inclusion by providing additional support to help women and under-represented groups navigate barriers.

There are also wider benefits to the organisation, with mentors reinforcing safe practices and efficient work methods on site improving safety and productivity. 

Benefits for experienced professionals

Mentoring also delivers clear advantages for experienced professionals. Acting as a mentor can accelerate career progression, strengthen leadership skills, and increase job satisfaction. 

A Wharton School study found that mentors were six times more likely to be promoted than non-participants, and their retention rates were significantly higher, demonstrating that mentoring benefits both sides of the relationship.

In the construction sector, structured mentoring helps senior staff transfer tacit knowledge — such as sequencing complex works or managing on-site challenges — before retirement or job changes. 

Mentors also report improved communication and coaching abilities, broader professional networks, and greater understanding of diversity and inclusion issues. 

As the industry shifts toward digital technologies and modern construction methods, mentoring provides experienced professionals with opportunities to reflect, learn and stay engaged, ultimately benefiting their careers, their teams, and their organisations.

Industry knowledge sharing 

While mentoring is usually seen between senior and junior colleagues, finding mentors or mentees outside of your organisation can open up new opportunities, broaden your understanding of new technologies, and expand your network. 

Programmes such as CIOB’s mentoring programme, which provides expert support for those working towards their Membership, Fellowship or Chartered Environmentalist applications, can provide an outside source of information and support. 

Whilst the CIOB Mentoring Service does not provide a direct career-advice programme, many of our mentors and mentees find the experience builds valuable skills from communication and leadership to strategic thinking that contribute to their professional development. Using an updated online mentoring platform, users can connect with Chartered Members and Fellows who can mentor through a series of programmes.

Find out more about CIOB new mentoring programme here.