Tamaki's Mentoring Team

Several years ago, the project was launched in one of the company's key divisions—production. The mentoring system was later implemented in the company's second-largest division—logistics.

Today, the project has been implemented in nine departments, and experience shows that the system truly works. Mentoring helps reduce turnover during the onboarding phase, gently immerses new employees in the corporate culture, strengthens their engagement, and reduces the number of errors in the first months.

A training program and induction plan are developed for each position. This makes the onboarding process clear and consistent for everyone involved—the intern, mentor, and immediate supervisor. The new employee quickly masters the functionality, and the mentor receives a clear tool for transferring knowledge and monitoring progress. Becoming a mentor requires not only professional competencies and company experience but also a desire to help colleagues, share knowledge, and develop practical skills. Tamaki has developed internal mentoring courses for this purpose.

After completing the training, an internal assessment is conducted, after which the employee is officially designated as a mentor. The company currently has over 90 mentors.

Tamaki offers project participants a system of material and non-material incentives. If a new employee successfully completes the onboarding process and receives a positive internal assessment following the probationary period, the mentor receives additional compensation.

Furthermore, all mentors participate in the "Best Mentor" competition. The awards ceremony takes place once a year as part of a major corporate event—Awareness Day. Winners and runners-up receive certificates, valuable prizes, and gifts from the company.

The role of a mentor is becoming increasingly important not only within the business but also within the professional community. For Tamaki, mentoring is an important tool for employee development, retaining experience, and building a strong, skilled, and cohesive team.

The company plans to further develop this system, gradually introducing mentoring practices into new divisions. After all, it is through support and the transfer of experience that a team is built that confidently moves forward.