Mentorship in the workplace is no longer optional — it’s a necessity. That was the clear message voiced by representatives of Ukraine’s leading construction companies during a roundtable with the EdUP project team. They formally requested support in addressing this need.
Their reasoning was straightforward: in today’s labor market, retaining skilled workers — especially young ones — is increasingly critical. Workplace mentorship has proven to be a powerful tool for onboarding new employees, supporting professional development, and reducing staff turnover.
The relevance of the topic was further confirmed by the study “Analysis of Vocational and Practical Training in Construction Professions”, commissioned by the EdUP project in response to business demand. The research revealed key challenges in transferring practical skills on the job — including the lack of trained mentors within companies.
Co-Creating a Mentorship Development Program with Business
In response, the EdUP project designed and implemented a pilot Mentorship Development Program in collaboration with seven companies — including Swiss-based GLAS TRÖSCH, as well as ZS Auto Center LLC, Vetropack Group, Herz Ukraine LLC, IBK Development LLC, IVIK Engineering and Technical Center LLC, and Kapitel LLC.
Representatives from these businesses participated in a training program designed to prepare them for their roles as mentors.
The Program Was Structured in Three Phases:
Phase I: The Fundamentals of Mentorship
This stage focused on building a strong foundation: understanding the mentor’s role, adult learning principles, the specifics of vocational education, and developing a personal mentorship style.
The training was led by Emanuel Wüthrich, an expert from the Swiss Federal University for Vocational Education and Training (SFUVET). Participants explored the mentoring experience in countries where it is an integral part of workforce development.
Phase II: Mentorship in the Ukrainian Context
The second phase addressed real-world challenges faced by companies in Ukraine: legal considerations, organizing the mentoring process, drafting individual learning plans, and documenting progress.
Phase III: Mentorship Mastery – Teaching Others
The final phase was a train-the-trainer module aimed at equipping participants to promote and scale the mentorship model within their companies and industries.
“Of course, you can adapt to a new job on your own. But when there’s someone by your side who supports, teaches, motivates, and gives constructive feedback — the process becomes much smoother and more effective. This course gave me an important insight: in business, the most important thing is people — those who work in it, and those for whom it works. I’m proud to be part of a team of professionals who love what they do and truly understand its value.”
This program is unique among Swisscontact initiatives — developed hand-in-hand with businesses to ensure the content is aligned with real industry needs.
What’s Next: From Pilot to Systemic Change
Based on the pilot results, EdUP is now developing a universal mentorship training program, along with a practical handbook summarizing key concepts and tools for effective workplace mentoring.
“I’m really glad I was able to attend this training. I’m taking away a ton of practical cases and ideas I can apply in my work. It was a great opportunity to meet inspiring and successful people, interact with different businesses — all under the thoughtful and attentive guidance of the EdUP team. This kind of learning experience leaves a mark, and we need more of it.”
Upon completion of the program, participants will become change agents within their companies — implementing and strengthening mentorship practices, spreading the model within their industries, and becoming mentors for future mentors.
