The benefits of formal vs informal mentoring

Mentorship can be a quiet powerhouse in the workplace—fueling confidence, growth, and connection. But it’s often underused.

Imagine this: It’s late Friday, and you’re finalizing a big presentation for Monday. You’ve practiced all week, but a few lingering doubts remain. Your boss is offline, your colleagues are unsure, and your partner’s heard your pitch a dozen times.

This is where a mentor shines. Someone with the right experience and just enough distance to offer clear, candid advice. And yet, despite these everyday moments of need, few professionals have access to a workplace mentor.

Let’s take a closer look at the two most common types of mentorship—formal and informal—and how each can play a role in supporting employees and building stronger teams.

Before we compare styles, here’s what workplace mentoring can unlock:

1. Improved performance: 98% of US Fortune 500 companies provide mentoring programs in some capacity. And these companies report higher productivity and profits as a result.
2. Greater job satisfaction: Employees with a mentor are happier in their roles.
3. Higher retention: Mentees and mentors stay longer—72% and 69%, respectively.
4. Faster career growth: Mentees are five times more likely to earn a promotion.
5. An inclusion gap: Despite the benefits, 63% of women say they’ve never had a mentor at work.
6. Growing momentum: Over half of L&D teams are planning to increase funding for mentoring and coaching programs.

With strong signals like these, the question isn’t whether mentoring matters—it’s what kind of mentoring is the right fit.

Formal mentoring is structured, goal-oriented, and often facilitated by HR or L&D. Mentors and mentees are intentionally paired, and regular check-ins are built into the program.

This format ensures everyone who wants a mentor gets one. It can also help create more equitable access—especially for underrepresented groups who might not have informal networks to tap into.

But formal mentoring isn’t without challenges. Pairings that lack chemistry or clarity can lead to misalignment. That’s why many programs now use pre-match questionnaires to better align goals and expectations upfront.

Informal mentoring grows organically. It might start with a conversation, a shared project, or a trusted relationship between a junior and senior employee.

These mentorships tend to feel more relaxed and personal, often lasting longer and covering a broader range of topics. But the biggest drawback is access—not everyone has the same opportunities or confidence to form these connections.

Formal vs informal: Key differences

Formal mentoring

• Highly organized, with set goals
• Inclusive and assigned to those who opt-in
• May feel rigid to some participants
• Facilitated by program admins

Informal mentoring

• Loose or undefined structure
• Depends on individual initiative
• More adaptable to individual needs
• Based on mutual connection

The good news? It’s not either-or. Many organizations find success with a hybrid approach—offering formal mentoring while encouraging organic relationships to develop as well.

For small or overstretched L&D teams, a formal program may sound like a heavy lift. But with the right tools and support, it can actually simplify mentoring—ensuring coverage, consistency, and equity without overburdening your team.

And with flexible solutions like Go1’s curated mentoring content, you don’t need to start from scratch. Speak to an expert today to get started with content designed to support both formal and informal approaches.