How can you manage conflicts between your mentee and their supervisor?

1 Identify the source of conflict

The first step to manage conflicts is to understand what is causing them. Is it a difference in expectations, communication styles, work methods, feedback, or personalities? Is it a one-time issue or a recurring pattern? Is it affecting the quality of work, the morale of the team, or the career development of your mentee? By asking these questions, you can help your mentee identify the root cause of the conflict and the impact it has on them and their work.

2 Empathize with your mentee

The next step is to empathize with your mentee and acknowledge their feelings and perspectives. Conflicts can be stressful, frustrating, and demotivating for your mentee, especially if they feel unheard, misunderstood, or mistreated by their supervisor. As a mentor, you can provide a safe and supportive space for your mentee to vent, express, and process their emotions. You can also validate their concerns and experiences, and show that you care about their well-being and growth.

3 Encourage your mentee to communicate

The third step is to encourage your mentee to communicate with their supervisor and seek a resolution. Often, conflicts can be resolved or reduced by having an open, honest, and respectful dialogue between the parties involved. You can help your mentee prepare for this conversation by coaching them on how to approach their supervisor, what to say and what not to say, how to listen and respond, and how to handle difficult or defensive reactions. You can also role-play or practice the conversation with your mentee to boost their confidence and skills.

4 Help your mentee to adapt

The fourth step is to help your mentee to adapt to their supervisor's style and expectations. Sometimes, conflicts can be avoided or minimized by making some adjustments or compromises in the way your mentee works with their supervisor. You can help your mentee identify what their supervisor values, prefers, and needs, and how they can align their work accordingly. You can also suggest some strategies or tools that your mentee can use to improve their communication, collaboration, and feedback with their supervisor.

5 Provide your mentee with resources

The fifth step is to provide your mentee with resources that can help them cope with or resolve conflicts. These can include books, articles, podcasts, videos, or courses that offer insights, tips, or best practices on how to deal with different types of conflicts, personalities, or situations. You can also refer your mentee to other sources of support, such as peers, colleagues, HR, or counselors, that can offer guidance, advice, or mediation. You can also share your own experiences or stories of how you handled similar conflicts in the past.

6 Follow up with your mentee

The last step is to follow up with your mentee and check on their progress and satisfaction. You can ask your mentee how the conversation with their supervisor went, what outcomes or actions were agreed upon, and how they feel about the situation. You can also monitor how the conflict affects your mentee's work performance, motivation, and relationship with their supervisor over time. You can also provide ongoing feedback, encouragement, and recognition to your mentee as they work on resolving or managing the conflict.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?