4 Ways to Be a Better Mentor to Your Employees
Being an effective mentor for employees can help them hone their talents and skills, as well as make them feel more connected and involved in the organization.
When employees get personalized help and attention, they work better and stay longer.
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Build and maintain a unique connection with the employee, using your listening skills and attention to detail. Avoid the one-size-fits-all approach.
Make other people who are good at a particular task mentor the newcomers for on-boarding, reducing your load and helping the new joiners. This also builds trust among the mentors, making it a win-win situation.
Offer and encourage constructive criticism and advice. Appreciate the hard work done and then discuss the area of improvement(s).
Stay productive and on-topic while providing feedback, and provide clear steps for improvement.
Being empathetic goes a long way in building relations.
Remember your employees are facing complicated life problems of their own, and as their mentor and leader, you have to ensure you give them the help, time and resources to get their work done.
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Mentoring requires having a clear idea of how the sessions themselves are to happen.
Make sure that from the very beginning you communicate to your mentee exactly how all is going to take place: how often, where, how, etc. Get to know the other and use all the means you dispose of in order to help him or her reach the desired goal.
More than giving directions, a mentor is supposed to provide the so-called pieces of supportive advice, which will enable the mentee to make up her or his mind, based on their own beliefs.
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A sense of connection and belonging are sentiments that are helpful for building “affective trust” – a form of trust based on emotional bond and interpersonal relatedness.
If your icebreaker questions are intriguing, cheeky, humorous – the answers you receive will be, too.
Many remote teams will kick off their weekly meeting with an icebreaker question or insert it during their morning stand-up meeting. Even more popular is asking a series of icebreaker questions during the onboarding process when hiring someone.
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To develop a successful mentoring relationships: