In the News: To effectively mentor younger employees in remote or hybrid setups, companies need to be intentional and build trust, experts say2022-08-022022-08-02https://www.springtideresearch.org/wp-content/uploads/2023/03/springtide-logo-2022-r-web.pngSpringtide Research Institutehttps://www.springtideresearch.org/wp-content/uploads/2022/08/hr-brew-header.png200px200px
Springtide Research Institute was recently featured by HR Brew. This article is reprinted in part below, but we encourage you to visit their site to read the piece in its entirety.
Younger workers—specifically Gen Z, who are those born between 1997 and 2012, according to Pew Research Center—seem to crave mentorship: According to a 2021 Springtide Research Institute survey of just under 6,900 US respondents between the ages of 13 and 25, 73% said they want to do better work when they feel their boss cares about them. Some 82% said “it’s important that their supervisor or future supervisor helps them set performance goals and achieve them at work and relate to them as a person.”
But mentoring in remote and hybrid environments presents quirks that weren’t as prevalent during in-person arrangements, HR experts who spoke to HR Brew explained. In order to help young talent hitch a ride down the interstate toward Career Advancement City, employers need to take a proactive approach to remote mentorship, ensuring programs are well-structured and intentional, the experts said.