Mentorship in the Post Pandemic Workplace

The move towards a hybrid workplace, one where remote work is combined with on-site work, with some or all employees having the flexibility to choose where and when they work, was happening long before the pandemic. However, as with so many things, COVID-19 accelerated the transition, forcing many organizations to quickly overcome numerous challenges, including providing the right tools to manage productivity and as, or more, importantly maintain and build morale in a dispersed work force. Clearly, as we move to the new normal it’s become increasingly apparent that the hybrid workplace is likely the future of work and of agile, resilient, workplaces.

As the world leans into this period of rapid and sustained change, it’s abundantly clear that there are technologies that can help us cope and provide support as we find traction for forward motion. As we continue the shift to the hybrid work model, modern workplace technologies will play a bigger role in engaging, supporting, and connecting employees as well as gathering, managing, and analyzing data from individuals and teams, regardless of location.

A specific instance where new workplace technologies can be strategically implemented is in the creation and deployment of workplace mentoring. Mentoring programs have been proven to engender connection, collaboration, and employee engagement. And more critically, mentorship reduces barriers to team and career success by ensuring people have the inspiration, support, knowledge, and know-how to meet their goals.

Mentorship programs are among the most powerful ways to build effective, innovative, competitive organizations by bringing the right people together for the right conversations. This creates a culture of learning that is especially important in a hybrid workplace.

Mentors are the critical linchpins in cross-pollinating knowledge, ideas, culture, and best practices across an organization. Mentorship builds both general and specialist knowledge. It hones leadership, decision-making and critical thinking skills. Mentors can also fill the “water cooler” conversation gap and the “informal drop-in” conversation opportunities that are often missed by those working remotely. Additionally formal mentoring programs that encourage professional development, foster career advancement and boost employee engagement can make a difference for employees, so much so, that they want others to experience the same benefits.

Mentorship programs are rewarding for mentors and mentees, and a powerful part of a mentorship connection is learning with – and – from someone with a different perspective and life story. The benefits for mentors include the opportunity to practise active listening, provide constructive feedback and make one’s tacit knowledge explicit. For mentees, mentors provide a bridge to key organizational knowledge, ideas, and best practices.

Moreover, organizations that engage employees, as mentors or mentees, are reinforcing that its people are valued and this has been clearly shown to be an enticement for prospective employees, and leads to greater current employee loyalty, confidence, and job satisfaction.

As hybrid work models are further accepted and implemented, and society returns to some semblance of normal, well-run mentorship programs will become a critical tool for organizations in building the ladders and scaffolding necessary for their people to succeed, and their business to prosper during these changing times.