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VPLIV MENTORSTVA NA DOBRO POČUTJE IN CELOVITO BLAGOSTANJE ZAPOSLENIH

Razmišljanja, pogledi in nasveti
Datum: 10 Jan, 2024
Avtorica: Tatjana Kolenc

Mentorstvo običajno povezujemo z osebno in poklicno rastjo in razvojem, opolnomočenjem zaposlenih in krepitvijo njihovih vodstvenih in voditeljskih sposobnosti. Manj poznano pa je, da močno vpliva tudi na duševno zdravje zaposlenih in njihovo splošno dobro počutje. KAKO? Z ustvarjanjem okolja, v katerem lahko posamezniki ohranijo svojo pristnost, kjer se lahko iskreno pogovorijo o svojih osebnih in poklicnih izzivih in ob tem računajo na razumevanje in podporo.

Zakaj je to pomembno? Različne statistike kažejo, da se vsak četrti posameznik sooča z vprašanji duševnega zdravja v posameznih obdobjih svojega življenja. Odražajo se v  občutkih osamljenosti, izključenosti in anksioznosti. Iste raziskave kažejo tudi, da se zelo majhen odstotek zaposlenih počuti udobno ob tem, ko govorijo o vprašanju duševnega zdravja, kar nakazuje na še vedno močno prisotnost stigme s tem v zvezi. V mentorskem odnosu tovrstnih zadržkov ni, oziroma jih je bistveno manj. Zakaj? Ker

  • je bistvo mentorstva odnos človeka do človeka, vzajemno poznavanje, zaupanje, delitev izkušenj in iskanja rešitev;
  • smo v tem odnosu vidni in slišani, avtentični, odkriti in brez strahu pred nerazumevanjem, omalovaževanjem, zasmehovanjem in podobnimi reakcijami;
  • so posamezniki, ki prevzamejo vlogo mentorjev, manj podvrženi anksioznosti in v svojem delu vidijo večji smisel. Delitev lastnega znanja in izkušenj mentorjem daje občutek cenjenosti in zadovoljstva;
  • mentorstvo znižuje anksioznost in izboljša duševno zdravje mentorjev in mentoritancev s tem, ko mentorji z mentoriranci vzdržujejo edinstven odnos, ki ni primerljiv z odnosom profesionalnih terapevtov in svetovalcev. Mentoriranci z mentorji odkrito govorijo o osebnih in profesionalnih izzivih vedoč, da jih bodo mentorji razumeli in jim na lastnem primeru pokazali, da so problemi rešljivi;
  • so mentorji občutljivi oziroma pozorni na potrebe mentorirancev, kaj ti v določenem življenjskem obdobju resnično potrebujejo. Hitro zaznajo kdaj in če mentoriranci morda bolj potrebujejo coacha ali terapevta in jim ustrezno svetujejo oziroma jih napotijo na strokovnjake.

Mentorstvo tako postaja vse pomembnejše orodje v podpori dobrega počutja. Tudi zaradi spremenjenih oblik in načina dela, ki pogosto povzročajo občutke odtujenosti in dodaten stres. Z vpeljavo novih oblik mentorstva in preselitvijo mentorskih procesov v virtualno okolje tudi v spremenjenih pogojih ohranjamo čustveno in relacijsko bližino, zaradi česar se zaposleni počutijo povezani in podprti. Mentorstvo namreč omogoča, da ostajajo komunikacijski kanali in kanali za prenos znanja odprti tudi v pogojih dela na daljavo in hibridnih oblik, s čimer pozitivno vpliva na ustvarjalnost in inovativnost. Z vzdrževanjem stika med vodstvom in zaposlenimi ohranja medsebojno zaupanje, kar vpliva na njihovo psihološko blagostanje in dobro počutje.

Mentorstvo je v veliko pomoč tudi pri uvajanju sprememb v delovnih okoljih. Vse spremembe, prehodi in transformacije v organizacijah, bodisi da gre za spremembo lastnika, vodstva, poslovnega modela, procesov, načina dela ipd. namreč vplivajo na medsebojne odnose. Pogosto jih moramo vzpostavljati na novo. Mentorji so tisti, ki zaposlene usmerjajo, podpirajo in vodijo skozi spremembe. Ki poskrbijo, da v njih ne vidijo grožnje, temveč priložnosti, zaradi česar jih sprejemajo in aktivno sodelujejo pri njihovi implementaciji. Ob tem mentorstvo pomaga ohranjati povezanost med zaposlenimi na vseh ravneh.

Dobro počutje oziroma blagostanje zaposlenih bi moralo biti na vrhu prioritet katere koli organizacije. Zakaj? Za večino posameznikov delo predstavlja poglavitni del in vir življenja, delovno okolje pa prostor, v katerem preživimo večino časa, kjer se med seboj povezujemo in v katerem bi se moral vsak počutiti srečnega. Za to pa so ključni odnosi, katerih temelj so stalna in odkrita komunikacija. Z medsebojnim spoznavanjem in izgradnjo odnosov se podirajo ovire in silosi,  krepi se občutek pripadnosti in z njo zavzetost. Ko se sodelavci počutijo povezane z organizacijo, so veliko bolj zavzeti. In ko imajo nekoga, s katerim lahko delijo to, kar v resnici mislijo, si ustvarijo prostor, v katerem lahko delajo in ustvarjajo najbolje, kot znajo.

Vlaganje v pristope, metode in orodja za zagotavljanje dobrega počutja zaposlenih je izraz odličnega vodenja. V njem mora imeti svoje mesto tudi mentorstvo, ki soustvarja okolje sprejetosti in empatične podpore, v katerem se zaposleni počutijo varni in se pokažejo v svoji avtentični izdaji. V takem ozračju so opogumljeni, da govorijo o vsem, tudi o vprašanjih pristranosti, mobinga ali prikritih napadov, saj vedo, da bodo slišani. V času pandemije, ko so bili stiki omejeni na minimum, se je to zelo hitro odrazilo na počutju posameznikov v obliki nezadovoljstva z življenjem in stresom, povezanim z delom. Mentorstvo je priložnost za pristno povezovanje med ljudmi. Prepogosto ga ozko povezujemo z razvojem in karierno rastjo, čeprav je tudi prostor za pogovor o osebnih težavah in ranljivosti. S tem ko delimo te teme, krepimo medsebojne odnose, bolje razumemo drug drugega, se med seboj podpiramo ter se počutimo varne in zadovoljne.

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