Mentoring offers new employees the opportunity for knowledge transfer from more experienced employees to less experienced ones. The best known forms of mentoring are formal and informal mentoring. The success of the mentoring relationship is influenced by many factors, from the nature of work, personal characteristics of the employee, preparation of employees for mentoring, willingness of the mentee to learn in the workplace, desire to learn, working conditions, advice of the organization or the company has a positive attitude towards on-the-job training. The main tool for knowledge transfer is in observing the mentor in the performance of the work, as well as informal conversations within working hours. The Covid-19 pandemic brought many challenges, including working from home or remote work which limited physical contact and communication between employees. We found that the biggest challenge in distance mentoring was limited communication between the mentor and employees, the inability to observe the mentor in the performance of work, unclear instructions, and ambiguous communication. The key theme is that the effectiveness of mentoring and knowledge transfer depends to a large extent on the nature of the work, so it is easier and more efficient in professions that do not require personal contact for distance mentoring, and much more difficult in professions where physical contact is necessary less effective.
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