The workshop was conducted both in person and virtually, connecting nine focal points across EVN’s member corporations. The aim was to facilitate discussion and collect insights to refine the guideline document, ensuring that the Mentoring Program is implemented in a structured, effective manner aligned with EVN’s operational context.

EVN Vice President Vo Quang Lam speaking at workshop, May 16

In his remarks, Mr. Vo Quang Lam – Vice President of EVN – acknowledged and appreciated the technical support from GIZ as well as the active, responsible participation of EVN’s affiliated units during the guideline development process. EVN's leadership affirmed that the close collaboration and contribution of all stakeholders play a crucial role in ensuring the guideline framework is both practical and fit-for-purpose.

EVN's Mentoring Program is identified as a long-term solution to talent retention, fostering a culture of continuous learning and internal knowledge sharing, while nurturing the next generation of leaders. This initiative also concretely contributes to EVN's Human Resources Development Strategy for the period 2025–2030.

During the workshop, participants discussed the proposed 10-step, 4-phase mentoring framework, encompassing preparation, mentor–mentee training, pairing, regular mentoring sessions, and final evaluation and recognition. Valuable inputs were shared on topics such as confidentiality policies, rights and responsibilities of parties, performance evaluation tools, and the practicality of mentoring management software.

Notable suggestions included: clarifying the role of the mentee’s direct supervisor, introducing early detection of mismatched pairings, incentivizing mentors by incorporating their contributions into KPIs or leadership competency assessments, and recognizing mentoring time as part of professional development pathways.

The Mentoring Guidelines, developed under the consultation of GIZ experts, comprise six chapters—ranging from a general overview and program framework to detailed instructions for mentors, mentees, and coordinators—and are accompanied by 13 sample templates to facilitate implementation.

EVN views this as a living document, subject to periodic updates based on implementation experience and feedback from its units. The program is expected to be piloted at select units in 2025 before being rolled out across the corporation in subsequent years.

Translator: Hoàng Duy Khánh