Beyond the 9-to-5: The Role of In-Person Mentorship in a Hybrid World

Table of Contents

Why Mentorship Still Matters

Work has changed. Offices are quieter. Zoom calls have replaced hallway chats. But one thing hasn’t changed: people still need mentors.

Mentorship is more than advice. It’s seeing how someone works, hearing how they think, and learning what they do when problems hit. That’s hard to teach through a screen.

In-person mentorship isn’t old school. It’s high impact. It gives new workers a real view into what success looks like, day by day.

The Limits of Remote Mentorship

Many teams try to make mentorship work through video calls or chat apps. It helps, but it’s not the same. You miss tone, timing, and context.

You don’t see the small stuff: how someone handles a tough call, how they give feedback, how they manage stress. Those lessons are often the most powerful.

Younger workers feel the gap. A 2023 report from Microsoft showed that 67% of Gen Z employees want more in-person time with their managers. They’re not asking for micromanagement. They’re asking to learn.

Learning Happens in Real Time

Mentorship isn’t a meeting. It’s a moment. It’s someone pulling you into a room and saying, “Watch this.” Or after a meeting, saying, “Here’s what I would’ve done differently.”

That kind of learning sticks. It helps new employees grow faster. It also builds trust. When someone takes the time to teach you in the moment, it shows they care.

A Story from the Office

David Rocker once shared a story about his early days in corporate finance. He was fresh out of school, sitting in on a meeting that went off track fast. Instead of letting him feel lost, his mentor pulled him aside afterward.

“He told me why the deal failed. Not just the business part, but the people part. How egos got in the way. It changed how I viewed every meeting after that.”

That wasn’t a planned session. It was a quick conversation that made a lasting impact.

Why Hybrid Needs More Mentors, Not Less

Hybrid work gives people freedom. That’s a good thing. But it also makes some things harder. Like building relationships and passing on knowledge.

In a fully remote setting, junior employees may feel invisible. Or worse, left behind. That leads to slower growth and less retention.

Gallup found that employees who have a mentor are 70% more likely to stay with their company. Mentorship isn’t just nice to have. It’s business smart.

Solutions That Work

Make Mentorship Intentional

Don’t wait for it to happen naturally. Pair people on purpose. Set clear expectations. Give both sides goals.

Prioritize Face Time

Encourage in-person meetings when possible. Even once a month can make a big difference. Use those days for training, feedback, and problem-solving.

Create Shared Projects

Learning happens faster when people work on real tasks together. Set up projects that let junior and senior team members collaborate.

Set Mentorship Office Hours

Open up time for casual questions. This gives junior team members a safe space to ask what they might feel nervous about bringing up in meetings.

Reward Mentors

Good mentors should be recognized. Track their efforts. Include it in reviews. Support them with tools and training.

Make It a Culture, Not a Program

Mentorship shouldn’t be one more item on a checklist. It should be part of how your team works.

That starts at the top. Leaders need to model it. They need to be visible, approachable, and open to questions.

When mentorship is part of the culture, everyone grows. New hires learn faster. Mid-level managers get better at coaching. And senior leaders build stronger teams.