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5 THINGS YOU CAN START DOING TODAY TO BE A GOOD VIRTUAL MENTOR
5 THINGS YOU CAN START DOING TODAY TO BE A GOOD VIRTUAL MENTOR

May 4, 2021

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There is no doubt that employees across levels have adapted well with remote work. It allows employees to be more productive and to work on their terms. However, remote work comes with its own set of cons such as a sense of loneliness, lack of motivation and more. In some cases, employees’ growth and learnings are hampered due to compromised communication and mentoring process. 

The online dictionary defines the word mentor as “an experienced and trusted adviser.” Both “experience” and “trust” are assets that one earns and can showcase in routine activities at the workplace. Pupils learn better by seeing their mentors or leaders in action and this keeps the bond between the two intact. 

In a typical work set-up, mentorship is a long process that requires focused actions, effective communication, and understanding every pupil's learning abilities. It is an emotional process for both the mentor and its team members. In a virtual workplace set-up, it is challenging to replicate the nuances of the traditional mentoring ideology. But all is not lost. 

Thanks to the democratization of remote work, we have to expand our mentoring abilities beyond our physical presence and actions. Since we tend to pay more attention to seemingly distant things, remote work is our chance to carefully find new ways to inspire pupils and aid them with learnings they ought to receive. According to PERSOLKELLY workforce experts, here are 5 ways to help you start your journey to enhance your mentoring skills, remotely.

 

Be solution-oriented 

The year 2020 has given us enough trouble and rewired our minds to focus more on everything wrong or problematic. Resultantly, we complain more and lose hope fast. Negative outlook hampers everything we undertake, whether it’s a basic home chore or a work-related task. While work-from-home seems to be a comfortable endeavor, there will be issues faced by team members, including, lags, technical glitches, miscommunication and more. 

Complaining about prevailing issues is easy but it can negatively impact your team’s outlook. Being solution-oriented not only motivates us to stay focused on work but also motivate others. For example, instead of approaching a situation with “why and how it has happened?” you can turnaround the focus with “what can be done to make it better?” 

 

Motivate your team time and again 

It is not the wings but the imagination of a bird that determines the height of its flight. Similarly, it is not the opportunities or the tools but the right state of mind that help employees overcome challenges and achieve success. Motivation works wonder and encourages our mind to take on new challenges with zeal. Unfortunately, the feeling of motivation fades fast in humans and they need a constant feed of encouragement to stay put with their productivity levels.

As a remote mentor, you must define an ideal amount of engagement with your remotely distributed team to keep them motivated and focused. Recognizing a job well done on an official email, writing positive words irrespective of the situation and maintaining transparency during communication are important factors. Remote working creates a lag in recognition and appreciation simply because of the widely distributed workforce. Hence formulating plan on real time shout-outs, appreciation and virtual pat a back’s are imperative in keeping the team motivated and instill a feeling of belonging. You can also connect with the team via weekly or fort-nightly video calls, and observe their response, vis-a-vis their facial expressions. You can look for cues that help you analyze an employee’s energy levels. If you are interested in diving deeper into this subject, you can read our previous blog 7 most common mistakes to avoid while managing remote workforce. Besides surfacing the common mistakes to be avoided, the blog also indicates things you should ideally do to manage a remotely distributed team.

 

Virtual walk the talk

Every action and word delivered by you will set an example for your team. Hence, it is important to check (double-check, if required) to monitor your engagement with the team. Let us look at an example here. Suppose, the HR team has organized a team building activity, and you ask your team to be present “no matter what” but not join the session yourself because a client placed an impromptu request. Besides not keeping up with your words, you have also let the “team building” opportunity take a back seat. You need to communicate clearly and also lead by example. Showcase your willingness to learn and grow along with your team, for them to follow your league. 

 

Be empathetic  

Empathy is non-negotiable when it comes to managing remotely distributed teams. Managers must understand what is going on in the minds their team members to plan work better. If you feel some members will have a tough time concentrating on work due to any given reason or circumstances, you can reduce the workload until the employee feels good enough to take up challenges. It is also ideal for keeping all the one-on-one conversations confidential, and not bring up personal problems of an employee in communication with other team members. 

 

Look beyond work 

An average remote employee spends more than half the number of waking hours at work every day, sometimes more. As a mentor, you must look for opportunities to help your team members learn, upskill and grow. Learning and getting new experiences rejuvenate our minds. It also improves our focus on work and stimulates our brains to respond creatively. Organizing fun-filled virtual workshops, fitness sessions, and other activities that help promote employees' mental or physical well-being should be your top priority.

 

Conclusion

Mentoring a remotely distributed team can be challenging but highly rewarding. It is an opportunity for the leaders to metamorphose into the new-age mentors by unlocking their latent potential. It majorly involves sharpening your observation and communication skill-sets. Remember, your journey of adapting to the new-normal will contribute to discovering the new foundation for mentorship and leadership.

 

This article was originally published on PERSOLKELLY India blog here 

 

 


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