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Hiring a new manager can be a lengthy process but also an exciting one. Adding talent to the team can help an organization achieve business goals and better manage employees. However, when you hire a new manager in a remote situation, it comes with some challenges that face-to-face managers don’t need to worry about. But, there are ways to mitigate any complications when a new manager starts work remotely. 

Mentors offer insight and knowledge based on their own experience to others wishing to learn and develop their own skills. In both formal and informal settings, the mentoring role is crucial for growth – both personal and organization-wide. So, how people are introduced to the concept of mentoring is essential for what they want or need to get out of it. 

Leadership development can be a challenge no matter what company you work for. Unfortunately, statistics show that businesses fail to identify the best talent 82 percent of the time. 

Organizations that aim to build an inclusive and diverse culture can use employee resource groups or ERGs to achieve their goals. These groups offer a space for employees to unite together and have a positive impact on the business. Research has found that about 90 percent of Fortune 500 companies have ERGs. 

Employee resource groups(ERG) are not just valuable tools for workers, but they have many benefits for employers too, including:

Diversity and inclusivity can help an organization connect with its audience, build a talented workforce, and make everyone feel welcome at the company. While these are great goals to have, attaining them can be complicated. 

Employee resources groups(ERGs) offer networking and support opportunities within companies. They have been successful for companies that want to enhance the employee experience for minorities. ERGs play a significant role in diversity and inclusivity for today’s workplace. In particular, women’s employee resource groups give women in the workplace extra support. They can also help women find mentors to guide their careers to the next level. These mentorships could be with a more experienced employee or even a peer mentoring opportunity. 

Even in the best of times, mentors have to overcome challenges that help them to achieve the goal set out for them – to share and transfer knowledge, be a safe and unbiased channel of additional support, and to guide people through their paths toward career progression. Mentors have always been an integral part of future succession. They help the right people get to the right places. But in these uncertain times, their role has become so much more.

Diversity and inclusion are vital to the growth, productivity, and financial strength of a company.

The hiring process can be exciting, but it can also be daunting. While there are only two possibilities for filling a vacancy; hiring externally or promoting from within; it is not always clear what the right choice is. There are advantages and challenges to both options, including time and costs.