Mentorship is widely used in many companies — and for good reason. According to a data analysis by MentorcliQ, more than 90 percent of Fortune 500 companies have implemented mentorship programs. In addition, data from CNBC and SurveyMonkey shows that 90 percent of employees with a mentor are satisfied at work.

However, within Canada’s collision repair industry, there remains a gap in the use of mentorship programs to help retain employees. An article by the Collision Repair Education Foundation (CREF), focused on ways to address the skills shortage, highlights the urgent need for such strategies as many professionals leave the industry. If businesses want to keep their employees and help them thrive, one thing is clear: mentorship is not just a nice-to-have — it is a necessity for long-term success.

The collision repair industry is facing a critical labour crisis driven by a shortage of qualified workers, an aging workforce, and changing generational expectations. As experienced technicians retire, high turnover among younger workers disrupts teams, delays repairs, and drives up costs.

A well-structured mentorship program fosters support, trust, and employee development, particularly for younger individuals just entering the industry. By pairing them with experienced mentors, businesses can accelerate hands-on learning and reduce common errors.

“Mentorship programs in collision repair shops provide key benefits,” says Stuart Klein, Vice President of Collision Programs at the Automotive Industries Association of Canada and Executive Director of I-CAR Canada.

“They help identify employees who need to build new skills, match them with qualified mentors, and support both the mentor and the apprentice in planning career development.”

Implementing a mentorship program doesn’t require a complete overhaul, but rather a strategic approach. It involves far more than simply matching mentors and apprentices and letting them work it out on their own.

“A strong mentorship program can include multiple mentors over time, each focusing on specific skill areas,” explains Stuart Klein. “Each phase should include clear objectives and specific timelines — ranging from a few months to a year for more complex skills.”

“Additionally, a mentorship program should be rolled out alongside a training program from a trusted source, such as I-CAR Canada. Working with apprentices while they follow I-CAR Canada’s training curriculum can enhance skill development provided by the mentor and help lay the groundwork for the apprentice’s future roles.”

With thoughtful planning, mentorship can become much more than a retention tool — it can be a cornerstone of your business.