Trapeze Blog Mentoring in Transit: A Pathway to a Stronger Workforce

By Tim Bigwood How do public transit agencies tackle workforce shortages and skill gaps while navigating the challenges of a complex and ever-changing industry?   As the demand for skilled and adaptable professionals continues to grow, mentoring has emerged as an essential strategy. Beyond transferring knowledge, mentoring fosters a culture of continuous learning that strengthens organizations and builds resilient teams.  Helping Employees See the Bigger Picture  Mentoring provides new and younger employees with the guidance they need to navigate the complexities of public transit. While many join eager to make an impact, they often struggle to see how their roles fit into the bigger picture. Mentoring bridges this gap, showing how everyday tasks contribute to the organization’s broader goals.  For example, the Santa Clara Valley Transportation Authority (VTA) launched its mentoring program in 2008 as part of the Joint Workforce Investment (JWI) labor-management partnership. Before JWI, operator retention was 80%. With the introduction of peer mentoring, retention increased to 95%, while attendance improved and metrics like accident rates, grievances, and customer service complaints decreased.   These outcomes illustrate how structured mentorship programs not only address workforce challenges but also foster a culture of accountability and collaboration.  How Mentorship Creates Mutual Value  Mentoring is a relationship that benefits both mentors and mentees. By pairing experienced employees with new hires, agencies can foster stronger connections that boost confidence, collaboration, and adaptability. This exchange blends fresh enthusiasm with seasoned expertise, creating a more resilient and unified team.  Mentorship provides mentors with a unique opportunity to gain fresh perspectives, rekindle their sense of purpose, and actively contribute to shaping the next generation of transit leaders. Beyond skill-sharing, mentors often find renewed motivation as they see their guidance translate into real-world success for their mentees.  For veteran operators, the role of mentor is more than just passing on expertise—it’s about fostering trust, building relationships, and leaving a lasting impact on the organization. By mentoring, they deepen their connection to the agency’s mission, creating a legacy of shared knowledge and collaboration that strengthens the workforce as a whole. This mutual exchange enriches both mentors and mentees, fostering a culture of growth and engagement that extends beyond individual roles.  Measuring Mentoring Success: How Do We Know It’s Working?  But ensuring a mentoring program is effective requires more than just pairing mentors with mentees—it involves tracking outcomes that demonstrate real impact. So, how do agencies know if their mentoring programs are effective? Here are some ways to gauge success:  Participation Rates: High participation indicates that employees see value in the mentoring program and that it’s accessible and engaging. For example, if most new operators are consistently joining mentoring sessions with veteran operators, it suggests that these mentees find the program helpful for learning job-specific skills and navigating the organization. Regularly monitoring participation rates can also help identify barriers like scheduling conflicts or lack of awareness about the program.  Employee Retention: Mentorship often contributes to improved employee retention, particularly in roles with high turnover rates. For example, new operators who receive guidance from experienced mentors may feel more supported, reducing the stress of learning complex routes, customer service skills, and emergency procedures. If operations managers observe that mentees stay longer with the agency compared to those without mentors, this highlights the positive impact of mentorship on job satisfaction and retention.  Skill Development: Tracking the development of specific skills among mentees helps determine if the mentoring program is meeting its goals. For instance, an operations manager might focus on developing leadership and conflict-resolution skills among mentees aspiring to supervisory roles. Regular assessments, feedback forms, or observation by supervisors can reveal how mentees progress in areas like route efficiency, teamwork, and problem-solving.  Career Advancement: A mentoring program can also be evaluated by looking at career progression among mentees. If new operators who complete the mentoring program show a higher rate of promotion to lead or supervisory roles compared to their peers, this indicates the program’s effectiveness in preparing them for advancement.  Feedback and Satisfaction: Gathering regular feedback from both mentors and mentees provides valuable insights into the program’s strengths and areas for improvement. For example, mentees could complete surveys about how helpful they found the mentorship in learning routes or handling on-the-job challenges. Veteran operators might also provide feedback on their experiences as mentors, offering insights into the program’s overall impact.  Building Connections, Strengthening Teams  Mentorship goes beyond individual development—it builds the collective strength of transit teams. By creating supportive relationships and fostering open communication, mentoring programs not only help employees navigate challenges but also promote collaboration and shared purpose. These connections lay the groundwork for a resilient workforce equipped to adapt to evolving demands and deliver exceptional service.  In our next blog, we’ll dive deeper into how the Santa Clara Valley Transportation Authority (VTA) has set the standard for mentoring excellence with innovative programs aligned with workforce development goals.  Discover how Trapeze Workforce Management solutions can help streamline operations and boost efficiency and satisfaction across your transit workforce. Explore our Workforce Management solutions today. CONNECT WITH US