E-mentoring Plus In-Person: Combining Face-to-Face and Digital Mentoring

Mentorship is the cornerstone of career growth and development. But with changing technology and remote-first workplaces, organizations now have a choice between e-mentoring and face-to-face mentoring.

So, which is the best approach?

While there are benefits to both approaches, there are also drawbacks. For your organization to get the most out of mentorship programs, embracing a mixed approach that includes both e-mentoring and face-to-face mentoring can help you adapt the program to your company’s needs.

In this blog post, let’s explore the benefits of e-mentoring and face-to-face mentorship plus tips on how to embrace a mixed approach that works for you. So, read on to learn.

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E-mentoring is here to stay

E-mentoring or digital mentoring is where a more experienced individual provides guidance, advice, and support to a less experienced individual—virtually. Mentors and mentees use tools such as email, instant messaging, video communication, and social media to communicate.

The rise of remote work has made it far easier for people to connect virtually, opening the doors to remote mentorship. As of Q2 2024, 53% of American employees are now part of a hybrid work model while 27% are fully remote, compared to 32% and 8% respectively in 2019. Now more than ever, people don’t need to be geographically close to each other to benefit from mentorship.

There are several advantages to e-mentoring, including:

• reaching a larger number of potential mentors and mentees, 
• the flexibility to communicate at times that suit both parties, and 
• the lack of geographical barriers. 

More on these later.

Examples of digital mentoring

Connecting with a coworker over a virtual conference call: You can "meet" with your mentor for regular virtual coffee talks or brainstorming sessions, just as you would if they were in the next cubicle. With the increasing interest in remote work, companies found new ways to promote communication and collaboration.

Joining a mastermind group with online training and discussion: Mastermind groups are typically small groups of people who meet regularly to discuss a particular topic or challenge.

Joining a free networking community for your field and connecting with peers: These communities provide a space for people with similar interests to connect and share resources. These communities can be beneficial for finding mentors in your field, as they allow you to connect with more experienced individuals who can offer advice and guidance.

Benefits of connecting with mentors virtually

The following benefits of virtual mentoring have been found according to a research report, From Face‐to‐Face to e‐Mentoring: Does the "e" Add Any Value for Mentors?

1. Easily managing mentee expectations/demands: In-person meetings require more time and effort to schedule than virtual ones, making it difficult to manage expectations. With virtual mentoring, both parties can easily work their schedules and only meet when convenient.
2. Impartiality in virtual relationships: In face-to-face mentoring relationships, body language and cues can influence mentors and mentees. One study, in particular, revealed a mentor's status could undermine their authority in face-to-face mentoring. Michelle Ferguson, the author of Women Mentoring Women, sums it up well in her book saying, “I had a small round table in my office, my preferred meeting spot for small meetings. A round table doesn’t have a “head.” If someone is sitting behind a desk, they presumably have the power.”  In e-mentoring relationships, the focus is on the quality of the interaction, not on superficial cues like where you sit at a table.
3. Increased geographic access to potential mentors: E-mentoring allows mentors and protégés to connect across distances and timezones.
4. Large numbers of participants: When mentoring virtual, there is no limit to the number of participants. This allows organizations to connect with many people, including those in distant locations.
5. Cost-effective: Connecting with mentors online is often more cost-effective than meeting in person. You don't have to worry about travel expenses or taking time off work.

Face-to-face mentoring will never go out of style

Digital mentoring is a great option for those who can’t meet in person, but the valuable personal connection formed through face-to-face interactions can be lost in virtual meetings. Non-verbal communication is a huge part of how we interact with others.

Much is lost when we try to connect virtually. Non-verbal communication is a huge part of how we interact with others. 

Facial expressions and body language complete the conversational experience. It can sometimes be easier to understand what someone is saying. When we meet in person, we can also pick up on social cues that we would miss if we only communicated online.

Examples of when in-person mentoring works

Connecting with an executive at your company: Get insights and career advice from someone who's been in your shoes before and knows the corporate culture.

Meeting with an industry leader at an event such as a conference: Get great insights from experienced people in the industry and learn about their career paths, what they wished they had known when starting, or any other advice they may have.

Meeting up with a trusted colleague at a coffee shop: You've wanted to talk to someone about a work problem, but you don't want to burden your boss or go to HR. A trusted colleague can provide an objective perspective and help you brainstorm solutions.

The unique advantages of in-person mentoring

The benefits associated with this type of relationship are manifold. Below are just a few examples of the benefits that people experience in in-person mentoring: 

1. In-person mentoring relationships offer opportunities for immediate feedback and real-time conversation. This can be especially helpful when working through difficult problems or new challenges.
2. In-person interactions allow for the development of stronger bonds and deeper trust between mentor and mentee. These relationships are built on mutual respect and a shared commitment to each other's success.
3. In-person mentoring provides opportunities for role modelling and observing successful professionals' behaviour first-hand. This can be an invaluable learning experience for those starting their careers.
4. In-person mentoring can help build an individual's confidence and self-esteem. This is due to the personal attention and supportive nature of these relationships.
5. Finally, in-person mentoring can lead to lasting professional relationships that can provide career advice and networking opportunities long into the future.

Which is better? In-person or digital mentoring?

We say: a blended approach is best.

Having mentees meet with their mentors in person provides more opportunities for personal connection and bonding. They'll learn about their experiences first-hand and get personalized advice and feedback. 

E mentoring makes it easier and more convenient for people to meet. Whether a person doesn’t have time to meet in person, lives in another country, or has a disability, e-mentoring makes this kind of relationship far more accessible.

So, which is the best option for your organization? It depends on your company’s goals and what kind of mentorship you want to see. Suppose you want to help your employees improve internal networking, and set up virtual one-off mentoring calls (speed mentoring) or connect with professional groups. 

Alternatively, if you want your employees to build lasting relationships with a mentor that goes beyond just work goals, help them connect with a leader they look up to and invest in building that connection over time through in-person or virtual coffee chats, walks, calls, and emails.

‍Building connection in a digital mentoring relationship

When talking through the differences between in-person and digital mentoring, one aspect of e mentoring that can sometimes fall short is a more personal connection gained through that non-verbal communication.

That doesn’t make digital mentoring relationships any less valuable, it just takes a little extra work to build strong and lasting connections.

Here are a few ways mentors and mentees can build a stronger relationship digitally:

1. Embrace video calls. Don’t rely solely on text-based communication like email, social media, etc. Through video, a lot of that body language can be communicated and reciprocated, solidifying an e mentoring relationship faster.
2. Be consistent. Strong relationships of any kind are built with consistency. Encourage both mentor and mentee to check in regularly and have standing meeting times.
3. Get personal. Encourage both parties to share about personal hobbies, goals, or other aspects of their lives. A closer bond can form through shared experiences and interests.
4. Exchange information. Mentorship is a two-way street and it’s especially important to remember that in digital mentoring relationships. Encourage mentees to teach their mentor something valuable such as digital skills or emerging industry news.
5. Explore beyond work. A lot of things influence how we approach work and progress in our careers. More experienced mentors can offer support and guidance through life challenges that affect their mentee’s long term career goals and aspirations.

Encourage mentors and mentees to keep these five tips in mind throughout their digital mentoring relationship to improve the personal connection and get the most out of mentorship.

Start your e-mentoring program

The most important thing is to design a program that works for your specific needs and goals. E mentoring software like Together helps companies create remote mentorship programs in the workplace tailored to their needs.

Once your program is up and running, promote it to potential participants. Let them know what your program offers and how they can benefit from participating. By getting the word out, you'll be more likely to attract quality participants who are committed.

E-mentoring best practices

There are many reasons why organizations need to implement e-mentoring best practices. First, it can help your organization develop a more comprehensive and impactful mentoring program. Second, it can improve the quality of mentoring relationships.

Here are some ways to ensure you build the best e-mentoring program.

Have clear expectations

Before starting, get a feel for what your employees hope to gain from the mentoring experience. This helps make sure everyone is on the same page and can avoid misunderstandings later on. 

Set ground rules for communication, such as how often mentors and mentees should correspond and what communication method to use (email, Zoom, etc.), to keep the mentorship running smoothly.

Establish clear goals

Trying to accomplish too much in a short time can lead to frustration on both sides. So, set realistic mentorship goals for your digital mentoring program. 

What do you hope to achieve through your e-mentoring program? 

Whether it’s developing future leaders, closing skill gaps, or simply building confidence in less experienced employees, having specific goals in mind will help your participants get the most out of the experience.

For example, if you hope to improve your mentee's writing skills, you might set a goal of receiving and giving feedback on one writing sample per week.

Develop guidelines for mentor and mentee

Getting the most e-mentoring relationship means developing a set of guidelines that both the mentor and mentee can follow. 

These could include:

• Setting aside time each week for communication.
• Sending written materials in advance of scheduled conversations.
• Appropriate topics of discussion, maintaining confidentiality and respecting each other's time commitments.

The guidelines should be reviewed and updated regularly to remain relevant and helpful.

Decide what technology to use

Help mentors and mentees decide on communication channels and stick with them. Email, Zoom, and instant messaging are popular choices that work well, but each pairing has different needs and preferences. Both mentor and mentee must have access to the necessary technology and know how to use it before getting started. You can also leverage e mentoring software like the Together platform that brings all e-mentor interactions together in one place.

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Accountability

Ensure mentors and mentees are held accountable for their commitments. It helps to make sure that the program is meeting its goals and your participants are getting the most out of the relationship. 

These could include setting a minimum number of communications per week or requiring mentor-mentee pairs to regularly check in with a supervisor.

Plan for regular check-ins

These can be done in person, over the phone, or via video conferencing. At these check-ins, both mentor and mentee should be honest about their feelings and what they think is going well or could be improved. These check-ins can also be used to set new goals or adjust existing ones.

Be proactive

Encouraging both mentees and mentors to reach out with questions and concerns and promptly respond to those inquiries is key to keeping the program on track. Mentors should make the first move in scheduling meeting times and sending reminders. By being proactive, they ensure that mentoring sessions are productive and valuable for both parties.

E mentoring software can help you combine face-to-face and digital mentoring

Remote work is here to stay and a lot of digital tools have grown and improved because of it. This is great news for those of you in HR and L&D—especially if you’re looking to create or revamp your company mentoring program.

E mentoring software, like Together, isn’t exclusively for digital mentoring relationships. It can bring all elements of your mentorship programs together, including communication, goal tracking, events, and more.

Give Together a try—book a demo today!