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.
If you decide on becoming a mentor, you might want to consider choosing a mentee who shares your interests. It will make everyone's life easier. Moreover, you will also be able to provide more useful pieces of information, that is to say, to fulfill your duty as mentor.
With affective trust being so important to foster at the beginning of a relationship, onboarding new hires well becomes even more critical for virtual team building.
You can partner newcomers with experienced employees and have a formal onboarding process at the company, or at least a partially in-person one, with expenses covered by the company.