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As the COVID-19 pandemic continues, remote work or working from home (WFH) has become the new normal for many companies. While remote work has its benefits, such as flexibility and cost savings, it can also present challenges for leaders in mentoring and coaching remote workers..
Remote work is not for everyone, and people may have different opinions. Some people, including IT project managers, may think that the benefits of remote work, such as flexibility, outweigh the costs. However, others, like Sean Blanda, a writer and Director of Content for Crossbeam, may believe that remote work harms career growth.
Furthermore, it’s important to remember the new normal of remote work can be particularly difficult for individuals working remotely for the first time or just starting their careers. This may require additional effort and care to ensure their success in this new way of working.
What Are We Missing
When it comes to remote work, one of the things often missing is the in-person interaction and learning opportunities that an office provides. In an office setting, interacting with co-workers allows for gaining different perspectives, instant feedback and advice about work, and the ability to observe body language and behaviors, which can help improve interactions with other professionals.
However, in a remote work environment, these opportunities are lost. As social creatures, we often mimic and learn from those we interact with daily. But in a remote setting, we are limited to just a head inside a monitor, a picture of a colleague, or even just a ghostly silhouette of a person with a voice. This can lead to a feeling of isolation and a lack of connection with others.
How to Mentor and Coach Remote Workers
As a leader, have you considered the challenges and strategies of mentoring and coaching remote workers in a virtual environment? In an office setting, mentoring and coaching can happen seamlessly through opportunities for immediate feedback, advice, and guidance. However, in a remote work setup, the lack of face-to-face interaction can make it more difficult for this type of support.
One-on-Ones
One strategy for mentoring and coaching remote workers is through regular one-on-one meetings. In this setting, you can provide feedback, give advice, and address concerns that can arise. However, in a remote setup, it’s important to note that you may need to schedule these meetings in advance and plan them strategically.
One-on-one meetings are an essential tool for mentoring and coaching remote workers. While written communication through email and chat can help maintain engagement, regular conversations are crucial for building a healthy working relationship.
During the one-on-one meeting, keep the atmosphere casual and leave serious topics for other occasions. Additionally, it’s necessary to avoid pontificating and remember that the meeting is about the team member, not yourself.
Listening is a crucial part of mentoring and coaching. We often get easily distracted and may say the wrong things when it’s time to respond.
Stephen R. Covey, the author of “The 7 Habits of Highly Effective People“, says,
“Most people do not listen with the intent to understand; they listen with the intent to reply.”
Stephen R. Covey
Therefore, it’s crucial to focus on understanding the team member and to make every session meaningful and something the team member looks forward to.
Be a Good Conversationalist
Being a good conversationalist is essential for effective mentoring and coaching during one-on-one meetings with remote team members. A good conversation creates an opportunity for the team member to open up and share their thoughts, concerns, and ideas.
It’s not difficult to become a good conversationalist, as stated by public radio host Celeste Headlee. It’s worth watching her TEDx talk to learn how to become a great conversationalist. Listening actively, asking open-ended questions, and being present and non-judgmental are some of the essential skills to become a better conversationalist, which in turn help you be a better mentor and coach for your remote team members.
Empathize
Empathy is crucial for mentoring and coaching remote workers, especially those working remotely for the first time or who have recently joined the workforce. These individuals may require special attention and care to supplement what they may be missing in the virtual environment essential for their career growth.
It’s important to avoid treating these team members like “Mechanical Turks” and to focus solely on their output. Instead, take the time to understand the details of how they work and the specific challenges they may be facing in a remote work environment. By empathizing with their situation, you can create an atmosphere of support and understanding that will help them to succeed.
How about you? What additional strategies or resources can you implement to enhance mentoring and coaching for remote workers during these challenging times?
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