📌 Mentoring in SMEs: How NOT to Do It (or, How to Turn Young Talent into Future Ex-Employees)
There mentorship in SMEs!?
In theory it is that noble and enlightened concept according to which those who have experience should guide and support the new generations to ensure continuity, growth and innovation.
It's a shame that, in practice, this happens in many Italian companies. the exact opposite.
👴 Seniors see newcomers as threats.
📌 Knowledge is guarded as a state secret.
🤡 Young talents are left to rot in silence, waiting to “prove their worth.”
💡 Result?
After months (or days), the new recruits get fed up, quit their jobs and go to work in companies where they don't have to do mental Tetris to get a decent explanation.
And so, as the market evolves and innovative companies grow, certain SMEs they remain fossilized in their pre-digital ways, complaining that “you can't find willing young people anymore”.
Welcome to the definitive guide on How to ruin mentorship in SMEs.
Take note, because if you recognize yourself in these dynamics, you are the problem.
🚨 1. Don't explain anything, "let them learn on the job"
📌 Want to create the perfect environment for failure?
Leave new hires to their own devices and then be surprised when they make mistakes.
🔴 Real example (seen too many times):
👨💼 “There's no need to explain too much, the important thing is that they have direct experience!”
👩💻 “Okay, but where do I start? Are there any guidelines?”
👨💼 “Look, follow the others a little and you'll see that you understand…”
💡 Result?
The new employee spends weeks deciphering procedures that could have been explained in an hour.
After two months, he is still confused, but receives the first criticism for “lack of initiative”.
👉 Advanced technique:
Giving very vague instructions and then complaining when the job isn't done the way you wanted it.
🎯 Mentorship Level: Video game tutorial with hidden controls.
🚨 2. Considering the new generation a personal threat
📌 Why pass on skills when you can sabotage new talent instead?
🔴 Typical case:
👨🏫 “Better not to teach them too much, or they’ll steal our jobs.”
👩💼 "Well, these young people are all ambitious. As soon as they learn something, they want to be in charge."
👨💼 “When I came in, no one helped me. Let them get their teeth into it!”
💡 Result?
Senior employees guard their knowledge like dragons over their pile of gold.
Knowledge is not transmitted, productivity suffers and the team becomes less and less effective.
👉 Advanced technique:
Correct every initiative of the mentee with phrases like “That’s not how we do it around here.”
🎯 Mentorship level: Cosa Nostra, where those who know don't tell.
🚨 3. “I correct you, but only when you're wrong.”
📌 Want to demotivate someone in record time? Ignore everything they do well and only intervene to correct the mistakes.
🔴 Classic scenario:
👩💻 The mentee works hard to deliver a project.
👨💼 The mentor reads everything, says nothing.
👩💻 The mentee hopes it goes well.
👨💼 After days, the mentor comments: “This part is wrong, do it again.”
💡 Result?
The mentee doesn't understand if he is improving, feels under constant scrutiny and stops taking initiative.
👉 Advanced technique:
Never say “well done,” otherwise it will get to your head.
🎯 Mentorship Level: Toxic parent who says 'it's the least you can do.'
🚨 4. Phantom Mentorship: “They're there, but they're not there”
📌 A good mentor should be available. But why be available when you can be unavailable instead?
🔴 Classic example:
👩💻 “Can I talk to you about this project?”
👨💼 “Not now, I have a thousand things to do.”
👩💻 “When can we talk about this?”
👨💼 “I don’t know, send me an email.”
👩💻 “(I already did this, but okay…)”
💡 Result?
The mentee has to improvise, makes mistakes, is criticized and feels incompetent.
👉 Advanced technique:
Criticizing the mentee for not asking for help… after ignoring them for weeks.
🎯 Mentorship Level: GPS shuts down halfway.
🚨 5. Change your mind every two minutes, so they learn to "manage uncertainty"
📌 A consistent leader provides clear direction. But can you imagine the fun of confusing the new recruits?
🔴 Practical example:
📌 Monday: “I want detailed reports on everything.”
📌 Wednesday: “I don’t want to waste time with useless reports.”
📌 Friday: “Why isn't there an updated report?”
💡 Result?
The mentee realizes that there is no logic behind the requests and stops thinking for himself.
👉 Advanced technique:
Give a new directive on Friday at 6:00 PM and expect the work to be ready by Monday.
🎯 Mentorship level: Teacher who changes exam questions at the last minute.
🔥 Conclusion: if your company does this, young people will run away like crazy.
📌 Let's recap:
❌ Don't explain anything, you learn by doing.
❌ Consider newcomers as threats, not resources.
❌ Only correct mistakes, never giving positive feedback.
❌ Being a ghost mentor, available only when it suits him.
❌ Changing your mind every two days, so the mentees go crazy.
📌 Final reflection for every entrepreneur and manager:
If your young talents are leaving, maybe the problem isn't them.
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