The way we work and what we expect from our workplace has changed significantly during the last couple of years – from trying out remote work, to the hybrid workplace almost being the norm and the Great Resignation, where employees only work the minimum required. What we see now, is that employees are less loyal and more demanding of their organisations – they know what they want, and if they don’t get it, they leave or lose engagement.
One way to take good care of your employees and keep them in the company is providing mentoring, and virtual mentoring is becoming more and more popular as an alternative to traditional, in-person mentoring.
While there are many similarities between traditional and virtual mentoring, there are also some differences – as presented below. However, as with traditional mentoring programmes, the success of the virtual programme cannot be guaranteed without adequate preparation and support throughout the programme. Additionally, the more the programme is supported by high level sponsors within the organisation, the higher the probability of a successful programme.
1 Access without goegraphical limitations - increases diversity and inclusion
Virtual mentoring programmes support the diversity and inclusion agenda. Virtual programmes make mentoring more accessible across the organisation. With no geographical limitations, the mentees can access qualified mentors worldwide. This supports inclusion, also by making mentoring accessible for different kinds of target groups, such as people with limited possibility to travel e.g., new parents or people with disabilities. Being able to participate virtually and from your own home, can be a big advantage.
2 Flexibility - creates higher engagement from mentors and mentees
Virtual mentoring programmes are especially beneficial for mentors and mentees in terms of flexibility. It is easier for the participants to schedule meetings at their convenience, and training sessions may be easier to attend, as they only take 2-3 hours and can thus better fit into a busy schedule.
Also, programme managers benefit from this flexibility. Activities can easily be scheduled, again a 2-3 hour virtual workshop are easier to fit into participants calendars. You can have more workshops – more touchpoints – during a programme, thus providing more support and inspiration to the participants. So, in total the programme manager can develop a closer relationship with the participants and gain a better understanding of what they need and how to support them.
3 Wider pool og mentors - support a remote workforce
Without geographical limitations to participation, it is possible to attract a larger pool of mentors and mentees. One of the main concerns in many mentoring programmes is the lack of qualified mentors, also because in-person mentoring programmes are restricted geographically. Virtual mentoring programmes, provides a larger pool from which to invite mentors, and makes it possible to create better matches. However, the time zones must be taken into consideration, as they can make it more difficult to schedule meetings, even online.
4 Creating an online community - reduces social and hierarchical pressure
Research confirms what we experience in virtual mentoring programmes. Especially the younger generations are more comfortable navigating and relating to other in an online environment and they are used to creating online communities – they have grown up with this new way of communicating and connecting. Additionally, in an online environment most of the visible signs of power disappears and so there is less conscious or unconscious pressure for mentees in talking with a mentor who is in a more powerful position.
All in all, there are many benefits to virtual mentoring programmes, including no need for travel budgets, which means your budget can be focused on activities that increase engagement, mentoring skills and learning outcomes for the participants.
