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4 Ways to Be a Better Mentor to Your Employees
Assign Peer Mentors
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.
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Being A Great Mentor
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.
Find a unique connection
Build and maintain a unique connection with the employee, using your listening skills and attention to detail. Avoid the one-size-fits-all approach.
Assign Peer Mentors
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.
Constructive Criticism
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.
Empathy
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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Find a matching mentee
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 ...
Building effective mentoring relationships
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.
A mentor's real purpose
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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Personal Connection
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.
It vari...
Statistics On Remote Workers
- Loneliness was reported as the biggest downside for 21% of remote employees, and one of the reasons that makes them more likely to quit.
- Most remote managers say they’d be more inclined to stay if they had more friends at work.
- Individuals who have 15 minutes to socialize with colleagues have a 20% increase in performance over their peers who don't.
- Positive social relationships are correlated with better life expectancy.
Dynamic Icebreakers
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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What Makes a Good Mentor
- Sincere and have the desire to develop and help others even without any price.
- Prepared to commit time and energy to the mentoring relationship.
- Have the relev...
What Makes a Good Mentee
- He's committed to expanding capabilities and focused on achieving professional results.
- Clear about their career goals, needs, and wants.
- Willing to ask for help.
- Able to seek and accept positive or negative feedback.
- Personally responsible and accountable.
- Ready, willing, and able to meet on a regular basis.
The Mentoring Relationship
To develop a successful mentoring relationships:
- Design the Alliance. Both parties must have an agreement on the contact and response times, meetings, confidentiality, focus, feedback, and goals and accountability.
- Get to Know Each Other. It is important to have a strong relationship and trust before focusing on the problem.
- Set the Agenda. Be clear on the purpose and goals of the program.
- Reflect and Evaluate. Know if there is a progress or development gained from the mentoring every few meetings.
- Closeout. Before parting ways, have a closure with each other. Reflect and appreciate what both parties have learned and gained from the experience.