Remote work is here to stay. And with this shift comes the need for managers and leaders to practice virtual mentorship. Building an effective relationship with a mentee when you’re not in the same location takes extra care. Here’s how. First, focus on trust. Of course, trust is foundational to any developmental relationship and requires even greater intentionality in virtual mediums. Talk about how to make the virtual relationship a safe space for both of you, including agreeing on confidentiality in terms of what will and will not be recorded or shared, and deliver on any promises you make. Your mentee can’t drop by your office to remind you about an introduction you’d offered to make, so earn their trust by following through without being prompted. Also, clarify boundaries and the rules of engagement. In addition to deciding the frequency of communication (which may be different than if you were meeting in person), discuss your preferred mediums for communication. You might opt for a mix of synchronous options such as video-based platforms, internal mentoring systems, and phone calls, as well as asynchronous ones, such as email, messaging, and social media platforms such as LinkedIn. Finally, when possible, collaborate with your mentee. Opportunities to work together on projects won’t be as apparent in the remote environment so seek them out. This will give you a chance to coach your mentee and see their strengths and weaknesses in practice.