A significant shift to a remote work-force has reshaped company culture, bringing with it many benefits, including a better work-life balance for employees and access to a wider talent pool for employers.
According to researchers, fully remote work has dropped off some in the years following the COVID-19 pandemic, but hybrid working models (a blend of on-site and remote workdays) are on the rise. The latest statistics show that 54% of American employees are working their weekly hours under a hybrid model.
Whether hybrid or fully remote, any regular separation of office and employee can have drawbacks, including the breakdown of crucial mentorship practices in the workplace.
Benefits of Workplace Mentorship
Through a professional mentorship program, seasoned or more experienced employees are matched with new or less-experienced employees to help guide, coach, and support them. The goal is to help employees grow and develop to more effectively carry out the company’s objectives and steer their professional advancement.
Companies of all sizes can reap the benefits of a strong mentorship program to help increase:
SKILL DEVELOPMENT
PROFESSIONAL ADVANCEMENT
WORKPLACE ACCOUNTABILITY
NETWORKING OPPORTUNITIES
JOB SATISFACTION
JOB RETENTION
POSITIVE COMPANY CULTURE
OVERALL COMPANY GROWTH
Redesigning Mentorship for Remote Companies are all about innovation these days and their mentorship programs should be no exception. Here are five ways companies can tweak their mentorship strategies to accommodate a hybrid or remote workforce:
1. Keep Mentor Programs at the Forefront
It may be tempting to let certain practices go when walking into an office full of empty cubicles. However, working with a hybrid or remote workforce is even more reason to em-phasize a strong mentorship program to keep everyone feeling connected and focused on company objectives. Employees may be out of sight, but they shouldn’t be out of mind. Re-examine the existing program to identify any areas that may need attention, such as additional online communication software and video conferencing services. Conversely, if the company doesn’t already have a formal mentorship program, now is the time to develop one.
2. Reconsider Mentor/Mentee Matches
Perfecting the right virtual mentor-ship matches may take some flexibility. What worked in the pre-hybrid workforce may not work in a remote world. While skill levels, commitment, and personal connections are key indicators to successful pairings, leaders now must also consider how well the relationship works in a virtual environment. Having open and honest conversations with both the mentor and mentee can offer much-needed feedback. Things to consider may in-clude online comfort level or differing time zones that present challenges for virtual meetings. It may be neces-sary to make changes that will benefit them both.
3. Set Clear Guidelines
All good mentorship programs have guidelines, but these may look a little different in a virtual setting. Aside from one-on-one weekly video chats, how can mentors best connect with their mentees? Is there an opportunity for interactions outside of specified mentoring sessions? In an office atmosphere, these could take place in the breakroom at lunch, at the water cooler, or in an impromptu group brainstorming session. Guidelines for virtual mentoring should clearly define how the company ensures that those often-valuable moments aren’t lost when workers are out of the office.
4. Include Mental Health Monitoring
While remote work has its advan-tages in creating a better work-life balance, there can be some unique challenges for remote workers. Feeling isolated, disconnected, or unable to “turn off” their workdays can negatively affect a remote worker’s mental health. Effective training programs for mentors can help them identify the signs of declining mental health in their remote mentees and address those needs as directed. A happy, healthy workforce should be a priori-ty for all companies.
5. Adjust as Needed
Any good leader knows that success requires continuously challenging the processes. This holds true for mentorship in a digital age, especially for companies that are navigating the concept for the first time. Collecting ample feedback and emphasizing good monitoring and measuring techniques can help company leaders adjust where needed as often as it takes.
