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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?

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. 

Workplace mentoring programs can be a great way for an organization to invest in their employees. Unfortunately, there are bound to be some challenges along the way. But, if you are prepared for them, these issues will not become stumbling blocks to developing a robust and successful workplace mentoring program. Here are some of the most common mentoring challenges and ways that you can overcome them. 

When a key employee hands in their resignation, it may be met with shock at the organization. However, there are several important things that you will need to do to smooth the transition. If your company has a succession plan to deal with this scenario then the next steps will be clear. Yet, if there is no succession plan to replace the employee who will be leaving you may feel a sense of panic, but it doesn’t have to be chaos. 

One of the hot topics when it comes to employee retention is the value of High Potential Employees and what companies are doing to utilize this resource, while continuing to support their goals. Studies show that 79 percent of people in the U.S. alone cite “lack of appreciation” as one of the main reasons for leaving a job. It is the employees with high potential (or HiPos) that make up most of this bracket. They have worked hard and made their goals clear but feel like they are not getting anywhere.

When it comes to learning new skills in the workplace, over half of employees learn from their co-workers, according to one study on workplace learning. Yet, many organizations do not have a formal peer-to-peer learning program where co-workers can network and learn from each other.