How To Give Feedback To Your Mentee
Mentors are not there to sing mentees’ praises at all times; they are there to provide honest, constructive feedback based on their own experiences and observations. This safe space brings out both the best and the areas for development in mentees, allowing them to identify and overcome obstacles with greater confidence.
As a mentor, understanding how to give feedback effectively is crucial. This guide will help you deliver feedback that empowers and motivates your mentees while fostering their growth.
Why Mentorship Feedback Matters
Feedback from mentors differs significantly from feedback from managers and peers. Many mentees find that the insights they receive from mentors are instrumental in accelerating their growth. Here’s how mentorship feedback contributes to development:
Confidence: Mentees feel safer sharing mistakes with mentors, free from the pressure of authority. This openness accelerates learning and builds resilience and self-awareness.
Trust: Judgment-free conversations with mentors encourage mentees to open up and discuss what’s really happening.
Accountability: Feedback from mentors instils a desire to show progress, as mentees recognise that their mentor is paying attention to their development.
How to Provide Effective Feedback to Mentees
Although mentors may not have visibility over their mentees' daily performance, they can still gather valuable information to provide effective feedback. Here are some strategies:
· Encourage Self-Reflection: Ask mentees to share specific feedback they’ve received, especially from their managers, and to assess their own performance before you provide your feedback. This approach offers a clearer picture and makes them more receptive to your observations.
Example: “How do you think that went? If you could go back, what would you do differently? If you had a magic wand, what would you have changed?”
· Avoid the Sandwich approach (please): this method should be illegal. Analyse the situation and explain why certain actions were effective and others were not. Mentees appreciate straightforward feedback focused on their growth.
Example: “Your presentation to Leadership was well received, but the low engagement from your team suggests their contributions were not clearly highlighted. This could impact your project negatively if not addressed. Here’s how I present my team’s work at Leadership meetings…”
· Be Constructive and Follow Up: Focus on behaviours rather than personal attributes. Provide specific examples and follow up to see what changes have been made since your initial feedback.
Example: “Disregarding your colleague’s opinion during yesterday’s meeting might discourage them from contributing in the future. Focus on inclusive communication. Here’s an article that explains this well…”
When giving feedback, always connect it to the mentee’s goals and how your discussion aligns with helping them achieve these objectives.
Mentor Feedback vs Manager Feedback
Managers’ feedback carries a weight driven by authority, responsibility and formality. In mentorship, several key elements make feedback particularly impactful when compared to the one provided by managers:
Hierarchy: Even if your mentor is at a higher job level, the typical workplace hierarchy doesn’t apply in mentorship. This makes feedback feel less intimidating and more collaborative.
No Direct Impact on Employment: Mentors don’t influence your performance reviews. This reduces the pressure to conform to a structured feedback process and allows for more candid conversations.
Confidentiality: Conversations with mentors remain private. Mentees can discuss issues openly, knowing that their concerns won’t be shared outside of the mentorship relationship.
These factors create a less biased dynamic where clear communication and trust are easier to build.
Conclusion
Mentorship feedback is a powerful tool for fostering growth, building confidence, and developing skills. By providing specific, honest, and constructive feedback, mentors can guide their mentees toward achieving their goals. The unique dynamics of the mentor-mentee relationship make this process more effective and impactful than traditional managerial feedback, creating a safe space for mentees to learn, grow, and thrive.
