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How do you assess the learning needs and preferences of your mentee in the onboarding phase?

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Mentorship and coaching are essential skills for onboarding new hires and helping them succeed in their roles. As a mentor, you need to assess the learning needs and preferences of your mentee in the onboarding phase, so you can tailor your guidance and feedback accordingly. In this article, we will share some best practices and examples of how to do this effectively.

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1 Identify the learning goals

The first step in assessing the learning needs and preferences of your mentee is to identify the learning goals for the onboarding phase. What are the key skills, knowledge, and behaviors that your mentee needs to master in their role? How will you measure their progress and performance? You can use a SMART framework (Specific, Measurable, Achievable, Relevant, and Time-bound) to define the learning goals and communicate them clearly to your mentee.

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Yasar Ahmad

Global VP, People at HelloFresh ??, HR & People Leader
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To identify the learning goals, needs, and preferences of your mentee during the onboarding phase, consider these steps: 1. Conduct a thorough assessment: Use questionnaires, interviews, or surveys to gather information on your mentee's strengths, weaknesses, and aspirations. 2. Set SMART goals: Collaborate with your mentee to establish Specific, Measurable, Achievable, Relevant, and Time-bound objectives. 3. Understand learning styles: Identify your mentee's preferred learning approach (visual, auditory, kinesthetic, or reading/writing) to tailor your mentoring methods. By following these guidelines, you can better understand your mentee's unique needs and design an effective mentoring plan.

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2 Understand the learning style

The next step in assessing the learning needs and preferences of your mentee is to understand their learning style. How do they prefer to learn new information and skills? Do they like to read, watch, listen, or do? Do they learn better in a group or individually? Do they need more structure or flexibility? You can use a learning style assessment tool, such as the VARK model (Visual, Auditory, Reading/Writing, Kinesthetic), to determine the preferred mode of learning for your mentee and adapt your mentoring approach accordingly.

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Dr. Kelly Alvarado-Young

Latina Coach | Onboarding Enthusiast | Using Mindfulness to shift into a more balanced, peaceful, and calm place in business and home | Talent Management, Onboarding, Remote Workforce, DEI
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Self-assessments on learning styles is an easy team builder that can include new hires and the current team. I like revisiting our learning styles through a learning styles quiz. Then, in a staff meeting asking the team to name how that style plays out into the way they like to communicate and work. For example, a team member who is a visual learner may like having captions on in virtual meetings to see the words being spoken. This practice increases self-awareness for the individual and team. This version from Middlesex Community College is a great version to use in a team meeting. https://www.middlesex.mass.edu/ace/downloads/lsi.pdf

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Brandi Sander, RACR

SR Talent Acquisition Professional | Leader | People Connector | Storyteller | HR Professional | Culture Enthusiast | Motivator | Strategic Thinker | Mom | Adventurer | CoPresident of Crazytown
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The 1st thing I do when working with a new team member is schedule a time with them. During this mtg I ask the following questions: 1. How do you learn best? 2. What do you feel your strengths are in regards to the tools we will be going over. What is your background utilizing them? Ea onboarding & training experience should be personalized to the person's skills & learning styles. Identifying their learning style is step 1. It is important to expand on this conversation. This allows you to tailor the plan that will result in the most favorable outcome for them as the mentee. Once this plan is identified & implemented, I schedule regular check ins with them. We adjust the plan as needed based on these conversations.

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3 Provide the learning resources

The third step in assessing the learning needs and preferences of your mentee is to provide the learning resources that suit their goals and style. What are the best sources of information and guidance for your mentee? Do they need manuals, videos, podcasts, webinars, or workshops? Do they need online or offline access? Do they need formal or informal learning opportunities? You can use a learning resource inventory, such as the ADDIE model (Analysis, Design, Development, Implementation, Evaluation), to select and organize the learning resources that meet the needs and preferences of your mentee.

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4 Monitor the learning progress

The fourth step in assessing the learning needs and preferences of your mentee is to monitor their learning progress and provide feedback. How are they doing in achieving their learning goals? What are their strengths and weaknesses? What are their challenges and opportunities? How can you support and motivate them? You can use a learning progress tracker, such as the Kirkpatrick model (Reaction, Learning, Behavior, Results), to evaluate the effectiveness of the learning resources and your mentoring interventions.

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5 Adjust the learning plan

The final step in assessing the learning needs and preferences of your mentee is to adjust the learning plan based on the feedback and results. What are the gaps and areas for improvement? What are the best practices and successes? What are the next steps and milestones? How can you modify the learning goals, style, resources, and progress to optimize the learning outcomes? You can use a learning plan review, such as the PDCA cycle (Plan, Do, Check, Act), to continuously improve the learning process and performance of your mentee.

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How do you assess the learning needs and preferences of your mentee in the onboarding phase?

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1 Identify the learning goals

2 Understand the learning style

3 Provide the learning resources

4 Monitor the learning progress

5 Adjust the learning plan

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