Why do you need this service?
MENDOMI employee onboarding combines introduction to tasks with mentor support, relationship-building and a sense of security for the new employee.
MENDOMI employee onboarding — a mentor, relationships and faster adaptation
In many organisations, onboarding concentrates on formalities, procedures and technical training. MENDOMI complements this process with deliberate mentor support: regular contact, help understanding company culture, prompt responses to difficulties and trust-building from the first days of work.
We connect the model with our approach to onboarding new employees and TWI practices. The methodological context of effective on-the-job instruction is also described by eTWI.
Effective onboarding should lead to independence and a lasting relationship with the organisation. After launching MENDOMI, we therefore revisit retention, satisfaction, the quality of mentor–employee cooperation and the development of further mentors.
What is our role?
- We design onboarding that builds relationships in line with the Mendomi concept.
- We support the practical implementation of sensei–mentee mentoring.
- We train mentors to provide emotional and professional support.
- We monitor Mendomi’s effectiveness in new-employee adaptation and satisfaction.
- We develop the programme by building a lasting culture of care and mutual support.
A handful of facts
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% Mendomi model: onboarding based on support from a mentor or buddy
0
% reduction in turnover among new employees
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fold increase in employee engagement and sense of security
Implementation support
We provide support based on the Kata process, which allows us to adapt our activities to the specifics of your organization, taking into account the jointly set goals. The Kata process consists of four key elements that enable effective implementation of assumptions.
We operate according to PDCA
P
PLAN
- Analyse the current onboarding process and identify gaps in emotional support.
- Design the Mendomi programme, assigning every new employee a personal mentor–sensei.
- Develop an onboarding schedule that includes personal meetings and family-like contact.
- Prepare communication around Mendomi values, building belonging and trust.
D
DO
- Spend the first day with the mentor: a joint gemba visit and introduction to company culture as well as tasks.
- Hold regular sensei-and-mentee meetings to discuss challenges and support adaptation.
- Introduce ways to celebrate early successes through a family-style Mendomi ritual.
- Complement practical technical onboarding with training, health and safety rules and procedures.
C
CHECK
- Collect feedback from new employees on their connection with their mentor and team.
- Monitor turnover and satisfaction during the first month.
- Assess whether Mendomi mentoring supports adaptation and builds a sense of security.
A
ACT
- Improve the programme based on feedback, adjusting the format and frequency of contact.
- Extend Mendomi across the whole onboarding cycle and into further departments.
- Train more mentors–sensei to sustain and develop a supportive culture.
- Build a mentoring community based on mutual trust and care.
Want to learn more? Contact us!
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