What Non-Monetary Incentives Keep Mentors Engaged? 

If you manage a mentoring programme, you’ve likely faced the challenge of keeping mentors engaged. Many organisations grapple with this. And while financial incentives can play a role, they’re not the only way to keep mentors engaged. 

So, what truly motivates mentors? What are some non-monetary incentives that many programme managers fail to consider. Let’s explore what really works and how you can apply these insights to your programme. 

1. Exclusive Learning Opportunities 

Mentors are often senior professionals who value continuous learning. Yet, many programmes fail to provide them with new knowledge or growth opportunities. Consider offering: 

• Access to exclusive industry insights or research 

• Specialised training sessions on mentoring techniques (such as The Human Edge’s Mentoring Skills and Practice course) 

• Invitations to expert-led discussions or leadership workshops 

By positioning mentoring as a two-way learning experience, you create an incentive that appeals to mentors’ professional growth. 

2. Recognition That Feels Personal 

A generic “thank you” email doesn’t cut it. Recognition must be intentional and personal. Have you considered: 

• Highlighting mentors in organisation-wide newsletters or social media? 

• Providing a letter of appreciation from leadership that mentors can add to their professional portfolio? 

• Creating a ‘Mentor Impact Report’ that shows the tangible difference they’ve made? 

• Offering a certificate of participation that mentors can add to their professional portfolios? 

Most mentors don’t seek public praise, but meaningful acknowledgment can reinforce their commitment to the programme. 

3. Access to an Exclusive Network 

Mentors aren’t just giving their time—they’re also looking to build meaningful connections. Yet, many programmes fail to cultivate a sense of community among mentors themselves. Ask yourself: 

• Do your mentors have a space to exchange insights and experiences with one another? 

• Could you organise mentor-only networking events? 

• Would a private forum or discussion group add value? 

By fostering peer-to-peer engagement, you strengthen mentors’ sense of belonging, making them more likely to stay involved. 

4. A Voice in Programme Development 

Most mentoring programmes are designed with mentees in mind—but what about mentors? Many organisations miss the opportunity to involve mentors in shaping the programme itself. Consider: 

• Inviting experienced mentors to advisory panels 

• Running feedback sessions where mentors co-create solutions to challenges 

• Giving mentors the chance to pilot and refine programme changes 

When mentors feel heard and empowered, their commitment deepens. 

5. Clarity and Support (Yes, That’s an Incentive Too) 

One of the biggest frustrations for mentors? A lack of structure. Many mentors disengage because they don’t feel adequately supported. Ask yourself: 

• Do mentors have clear guidelines on what’s expected of them? 

• Are they equipped with tools to navigate challenging mentoring situations? 

• Do you offer regular check-ins? 

• Do you offer practical training on effective mentoring skills? 

Structured support isn’t just about making mentors’ lives easier—it’s an incentive that makes them feel confident and valued in their role. If this is an area where you need guidance, our Running Effective Mentoring Programmes course covers exactly this. 

Are You Overlooking What Really Matters? 

Many mentoring programmes focus on recruitment, but retention is where the real challenge lies. If you want to keep mentors engaged, rethink the incentives you’re offering. Are they meaningful? Are they personal? Do they make mentors feel like they’re gaining something valuable in return? 

If you’re ready to design a mentoring programme that not only attracts but retains high-quality mentors, explore our Running Effective Mentoring Programmes course. Because great mentors don’t just appear—they stay when they feel valued.