Blog

Mentoring during a pandemic is possible. Whether you already had a successful workplace mentoring program, were just getting started or if you were somewhere in-between, you don’t need to stop cultivating mentorships. To find out more, contact us for a free demo today.

The busyness of returning to the office after pandemic isolation risks workplace mentoring programs being put on the backburner. There will be so much to do and to catch up on. Mentoring programs are very likely to be a low priority. Just as most of us have become adjusted to working from home, restrictions put in place by COVID-19 concerns are being loosened. We now find ourselves heading back into our workplaces, albeit with some changes. Readjusting to life in the office will take some time. We’ll all be fairly busy when we return to work, similar to when we come back after a holiday. During this time, it can be easy to put mentoring low on your list of priorities, but it is important not to let this happen. To do so would be a step back for organizations that have built up a successful mentoring program. In fact, it might be you’ll have to start from scratch when you decide to pick up mentoring as an employee engagement tool again.

As more and more communities loosen the lockdown restrictions put in place to keep everyone safe during the COVID-19 crisis, it is clear to see that not everything will return to what it once was. One of the things that will change is how we work. From an increase in remote work options to enhancing diversity in the workplace COVID’s impact on our lives will be felt for a long, long time. Remote work options, which were once an unusual arrangement, were already growing before COVID. Statistics show the number of people working from home has grown 117 percent over the past 15 years. That is 11 percent more than other workforce scenarios, including self-employment. Some studies have found that 43 percent of employees work from home at least some of the time. What we have seen with COVID is a wide-scale demonstration of the success of remote work. Those lessons will alter the face of work for many organizations. 

Just a few short months ago, you may not have believed anyone if they told you that by March you would be confined to your home, and well into April be asked to manage your own workload whilst juggling home life and looking after your mental wellbeing, all while not being able to really leave the house. Unfortunately, the growing global pandemic has forced us all into a world of crisis and uncertainty with many of us concerned with what happens now. There is not even time for thinking about what happens next.

Mentorships are often successful due to the connection the mentor and mentee develop over time. However, with advancing technologies, virtual mentoring offers individuals an opportunity to connect with others outside of their geographic space. But, just how does virtual mentoring compare to e-mentoring and can it take the place of face-to-face mentoring?

How mentoring can provide emotional support in trying times Workplace mentoring programs bring a lot of unique benefits to the office but what happens when the office closes? As many organizations continue to practice social distancing to stave off COVID-19 infections, employees are encouraged to work remotely as much as possible. However, this can present some difficulties for individuals who are having to grapple with the challenges of remote working, distractions at home and concerns over their health and safety. The ability to stay in touch and connected with a mentor can be a boon for those adjusting to life as a remote employee.

Even before the worldwide COVID-19 pandemic, an estimated 4.7 million employees were working from home across the U.S. It is reasonable to assume that number will rise as many companies that have adapted to remote work due to social distancing measures, will continue to allow employees to work remotely after the quarantine orders are lifted. That means employee support programs, like mentoring, will also need to be adapted to fit the new workplace reality. 

There is no feeling quite like starting a new job. When a new employee starts, they are usually faced with a mixture of uncertainty and excitement. The fear of the unknown can bring on anxieties that may cause them to wonder if they made the right decision taking a new position, especially if they have just left somewhere they were comfortable.

Succession planning can be an awkward topic to discuss for any leadership team. However, it’s of vital importance to have a plan for succession to ensure the company keeps moving forward. 

Good managers are not born, they are cultivated. Even your most talented employee will need some training before they will be able to take on the role of manager and be successful at it. Training managers to be better in their leadership positions is one of the most important things that organizations can do to enhance their employee loyalty and engagement.