01 Nov 25 Reducing Stress Through Mentoring: How Programmes Can Support Wellbeing

November marks International Stress Awareness Week (3–7 November 2025), a timely reminder of just how much stress impacts all of us at work, in education and in everyday life.

In fact, according to the Mental Health Foundation, 74% of UK adults have felt overwhelmed or unable to cope due to stress in the past year.

For those running mentoring programmes across universities, charities, or businesses, this statistic has real weight. Stress doesn’t just affect individuals, it influences retention, engagement and outcomes. The good news? Mentoring can be one of the most powerful tools to reduce stress and build resilience when it’s delivered with awareness and care.

At sfG MentorNet, we believe mentoring isn’t only about skills and career development but that it’s also about creating spaces where people feel supported, listened to, and valued. This blog explores the link between stress and mentoring, and how you can make your programme more stress-aware and wellbeing-focused.

Why Recognising Stress, Matters in Mentoring

Stress is a natural response to pressure, but unmanaged stress can quickly become harmful. For students, this might look like burnout in the middle of term. For professionals, it could be struggling with workload or adapting to new responsibilities. For programme managers, it may show up as the constant juggle of admin, chasing participants, and trying to keep pairs engaged.

When stress levels rise, mentoring relationships are often the first to suffer:

• Mentees disengage from sessions, stop showing up, or struggle to articulate their goals.
• Mentors feel drained, unsure how to balance offering guidance with protecting their own time.
• Programme managers see drop-off rates increase, leading to inconsistent outcomes and lost impact.

Understanding these stress points is the first step towards designing mentoring programmes that truly support people.

How Mentoring Can Reduce Stress

Done well, mentoring is a protective factor against stress. It can:

1. Provide psychological safety
   A mentor is often the one person a mentee can speak to without fear of judgment. Simply having that space to talk and have real, honest conversations  can reduce anxiety.
2. Offer perspective and problem-solving
   Stress can make challenges feel overwhelming. A mentor helps break problems down in to small, easy-to-naviagte steps and see alternative ways forward.
3. Build confidence
   When someone feels guided and supported, their sense of control increases, and with it, stress decreases.
4. Encourage balance
   Mentors can share tips on managing workloads, setting priorities and recognising when it’s time to step back.
5. Strengthen belonging
   Whether in a workplace or university, knowing that someone is invested in your journey fosters connection, a key buffer against stress.

Practical Tactics for Stress-Aware Mentoring

To maximise these benefits, here are some ways mentors and programme leaders can weave stress awareness into mentoring:

For Mentors

• Begin each session with a simple “How are you really?” check-in.
• Normalise conversations around stress, mentees shouldn’t feel it’s a weakness to admit if they’re feeling stressed or under pressure.
• Share personal coping strategies where appropriate (time management tools, relaxation techniques, or even personal past experiences).
• Avoid overloading mentees with tasks. keep goals realistic and achievable and check in throughout the journey and adapt when needed.

For Programme Managers

• Provide mentors with basic training in recognising stress signals and responding empathetically.
• Encourage flexibility in meeting schedules, especially during exam periods or peak work seasons.
• Build short wellbeing surveys into your programme to spot trends before they become issues. With sfG MentorNet these might come in the form of your personalised evaluation form.
• Highlight support services (university counselling, employee wellbeing schemes, or helplines) and make them easy to access.

Recognising the Signs of Stress

Sometimes, participants won’t say outright that they are struggling. Watch for these common signs:

• Falling behind on agreed goals or cancelling meetings frequently.
• A change in communication style such as feeling withdrawn, abrupt, or unusually emotional.
• Reduced enthusiasm for the programme or organisation.
• Physical cues such as tiredness, headaches, or frequent illness (if shared).

Encouraging mentors to look out for these patterns and providing a safe way to escalate concerns if needed can make your programme a real source of support.

Building Stress Awareness Into Your Mentoring Programme

Here’s a quick checklist for programme managers to help embed stress-aware practices:

•  Train mentors in active listening and stress awareness.
• Allow flexibility in how pairs meet (online/in-person, frequency, format).
• Provide simple tools for goal setting to prevent overwhelm.
• Create opportunities for group reflection or peer support.
• Share wellbeing resources with all participants.
• Regularly check in with mentors too , they also need support.

By building these practices into the foundation of your programme, you not only reduce stress but also improve retention, satisfaction, and outcomes.

Stress Awareness in the UK Context

In the UK, stress is consistently identified as one of the leading causes of workplace absence. In education, stress is one of the biggest drivers of student drop-out. These aren’t just statistics, they’re reminders that mentoring programmes have a unique opportunity to step in.

• Universities can use mentoring to help students cope with academic and social pressures.
• Charities can support young people or professionals navigating transitions.
• Businesses can reduce staff turnover by ensuring employees feel supported.

In each case, a structured, stress-aware mentoring programme helps people not just survive challenging periods but thrive.

Our Perspective at sfG MentorNet

Our platform was designed to reduce the stress of running mentoring programmes for administrators, mentors, and mentees alike. By cutting down on admin, improving communication and providing clear tracking tools, programme managers can focus on what matters: supporting people.

Stress won’t disappear, but when mentoring programmes are designed with empathy, structure, and awareness, they can become a powerful antidote to it.

Final Thoughts

Mentoring has always been about guidance and growth, but it’s also about care and connection.

So this November, take the opportunity to ask:

• How can your programme reduce stress for mentors and mentees?
• What changes could make engagement easier and lighter?
• And how can you ensure your mentoring space feels like a safe, supportive place to grow?