Forward-looking organizations use hybrid and remote mentoring to solve two of the biggest challenges for that type of work: on-the-job training and integrating junior employees. Yet despite solving this major problem, mentoring programs that pair new staff with senior employees are all too rare.

Instead of using this best-practice methodology, many leaders simply complain about how hybrid and remote work undermine on-the-job training and employee integration, and try to force employees to return to the office. Senior leadership and management must adopt best practices for leading hybrid and remote teams to mentor employees in the future of work.

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