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Best Practices for Virtual Mentoring

October 6, 2020

Workplace mentoring programs can take on different challenges when an organization is dealing with remote employees. However, it is no less important. Virtual mentoring can still have the same benefits for employees and the organization, including:

  • Reduced turnover rate
  • Higher employee engagement
  • Enhanced skill development
  • Professional and personal growth
  • Succession planning

When it comes to virtual mentoring, there are a number of advantages, such as

  • Lower costs
  • Improved access to qualified mentors
  • Fewer limitations in time, space, and location

Whether your company is transitioning to a virtual workplace due to COVID-19 or if there is a long history as a remote organization, workplace mentoring can offer support and comfort to employees in addition to professional growth. Putting the best practices into your virtual mentoring program can help you achieve more success and reap the benefits that come with a virtual mentoring program. 

Best Practices for Virtual Mentoring Programs

It is important to guide both mentors and mentees through the virtual mentoring experience. From setting some boundaries to managing expectations to increasing accountability here are some ways to improve and enhance a virtual mentoring program.

  1. Have clear expectations. Mentors and mentees should establish or re-establish their expectations when starting a virtual mentorship. This is particularly important if the mentorship is transitioning from an in-person one to a virtual one. It may take some time for a mentor or mentee to adjust. Having some clear expectations about how often they will communicate or meet, what format they will use to communicate, such as email, text messages, phone calls, or virtual meetings, and if there are any changes to availability is a great way to start a virtual mentorship. 
  2. Set goals. Just as a face-to-face mentorship revolves around goal-setting, having goals is also a vital part of the virtual mentoring experience. Mentees should be transparent with their mentors about what they want to achieve during the mentorship. It is also helpful if a mentee understands what challenges they will need to overcome to accomplish their goals. This could be something from lack of experience or education or even a physical disability. Once those obstacles are identified, it is easier for the mentor and mentee to create a plan to overcome them. 
  3. Accountability. The mentoring relationship is built around trust, which comes with time. A significant part of building up this trust comes from being accountable. If someone says they are going to do something, it is important that they do it. Mentors and mentees should make the mentorship a priority. Stress the importance of not missing meetings or neglecting messages.  Both the mentor and mentee need to understand how the mentorship is mutually beneficial and be respectful of each other’s time and needs. 
  4. Establish boundaries. Boundaries are a key component of any relationship and the mentorship is no different. A mentor and mentee should establish clear guidelines that cover issues like communication, meetings, and conduct. Mentorship does not have to focus solely on professional issues. If the mentee is having some personal challenges they should feel free to share them with their mentor. But it is important not to create a toxic environment for mentorship. This is where it is important to have boundaries as they can keep the mentorship on track and focused. 
  5. Be proactive. A connection can be challenging to cultivate when it comes to virtual workplaces. Mentors and mentees in virtual mentoring programs should try and be proactive when it comes to staying in touch. Sending a quick message or email to check-in with one another is also a great way to build trust. Workplace mentoring program managers should also make a point of reach out to mentors and mentees to check-in. Keeping track of the progress of each mentorship can be trickier from a distance but it doesn’t have to be impossible. 
  6. Tech tools. As an organization, it is important to provide access to tech tools for those in a virtual workplace mentoring program. These tools can include email accounts, connectivity platforms like Slack or Trello, and even virtual meeting software like Zoom or GoToMeeting. Mentoring software like Together can also be an important component of your remote mentoring program. With the capability to integrate with video tools your organization already uses, Together makes running a virtual workplace mentoring program more straightforward and helps program managers to stay organized and focused. 
  7. Get feedback. Virtual mentoring program managers have a variety of tools they can use to collect feedback from participants. This feedback can help improve the mentoring program and shed light on any challenges or issues that need to be solved. From an online form to an email, mentors and mentees should be invited to send their thoughts and comments in both during their mentorships as well as after. 

A virtual mentoring program can be just as valuable as a traditional, in-person mentorship. In some cases, it can help create stability and comfort for employees during an unstable and confusing time such as a global pandemic. 

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