Startups often don't have an extra budget for external coaches and expensive training platforms. But this does not mean that the team should stand still. One of the most effective ways to develop employees is through internal mentoring.

Why does it work?

• Beginners adapt faster.
• Knowledge remains in the team
• A culture of experience exchange is being formed
• Future team leaders are growing up

How to implement mentoring in a startup

1. Find an internal resource Every team has strong specialists. Ask: Who is ready to take a newcomer under their wing? Motivation isn't always about money—it's often about growth, recognition, and the opportunity to share experiences.

2. Define goals and frameworks Mentoring should have a specific focus. For example: – Help you get used to the project in 2 weeks – Guide you through the first sprint – Teach you how to conduct a code review

3. Simple structure → great use

• Weekly 1:1 (30 minutes)
• Messenger support 
• Checklist of tasks for beginners
• Feedback in both directions

A practical example

Product team (12 people) Each newcomer was assigned a "buddy" for 2 weeks. The task was to introduce the processes, get to know the team, and answer questions. This reduced the adjustment period and reduced anxiety among new employees.

How to motivate mentors without a budget

• Give more influence: include in the product review
• Recognition: mark on the demo, in the general chat
• The path to growth: engaging in hiring, managing newcomers
• Involvement in decision-making

Conclusion: Mentoring is not about formal roles, but about trust, culture, and growth. You can start small: just give strong guys the opportunity to share their experiences, and the team will grow faster than you think.