![]() Establish clear goals and expectations: Setting specific objectives and milestones for the mentoring relationship will help both parties stay focused and accountable, maximizing the program's impact.Utilize technology for remote mentoring: Video conferencing, instant messaging, and collaboration tools can facilitate communication and foster connections between mentors and mentees when in-person meetings are not required.Schedule targeted in-office sessions: Plan focused in-person mentoring sessions or workshops that capitalize on the benefits of face-to-face interactions while respecting employees' need for remote work flexibility. ![]() To leverage the advantages of both in-office and remote work in a structured mentoring program, companies can: Related: The Surprising Reason Behind Why Many Leaders Are Forcing Employees Back to The Office This balanced approach allows companies to limit in-office activities to necessary mentoring sessions, maximizing productivity and employee satisfaction without sacrificing the benefits of face-to-face interactions. Structured mentoring programs can thrive in a hybrid environment that combines the best aspects of both in-office and remote work. This targeted method ensures that knowledge sharing and personal growth are not left to chance, but rather strategically nurtured and cultivated. In contrast, a structured mentoring program offers a more intentional and effective approach, pairing mentors and mentees based on skills, interests, and goals. Office-based mentoring, especially full-time, is often inconsistent, inefficient, and dependent on factors like proximity, office politics, and personal dynamics, which can limit its reach and impact. In reality, this haphazard approach is about as effective as throwing spaghetti at the wall and hoping it sticks. The unspoken belief in many organizations is that if you pack employees into an office like sardines, mentoring will magically happen. However, you have to be intentional about mentoring. While productivity is harmed by in-office presence, mentoring is boosted. Structured mentoring: A balanced approach to in-office and remote work It's high time we stop trying to fit a square peg into a round hole. ![]() The numbers don't lie: People are working longer hours and barely putting out more products. The EY-Parthenon research shows a direct correlation between the forced return to the office and plummeting productivity. To put it simply, expecting the office to boost productivity is like expecting a fish to ride a bicycle: the office serves a different, and very important purpose. It's as if they think the office is a productivity vending machine: insert employee, receive increased output. Many CEOs are clinging to the false belief that the office is the secret sauce to productivity. This, my friends, is the very definition of insanity. Yet despite the overwhelming evidence that flexible hybrid work is more productive than forced in-office work for the same roles, top executives are stubbornly herding employees back to the office like lost sheep, expecting productivity to miraculously improve. After all, over two-thirds of business leaders report they're under immense pressure to squeeze more productivity out of their workers, according to a new Slack survey of 18,000 knowledge workers. according to a study by EY-Parthenon using Bureau of Labor Statistics, one would think that CEOs and company leaders would question their tactics. In a world where we've seen five consecutive quarters of declining productivity in the U.S.
0 Comments
Leave a Reply. |