How do you provide constructive and supportive feedback to your mentees?
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Constructive and supportive feedback is a type of feedback that focuses on the strengths and areas of improvement of your mentees, rather than on their personality or character. It is designed to help your mentees understand what they are doing well, what they need to work on, and how they can achieve their goals. Constructive and supportive feedback is not only positive or negative, but also realistic and relevant. It is based on facts and observations, not on assumptions or judgments.
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I also find that if we start out the conversation with the employee sharing how they we their performance. What went well, what was a struggle, etc. this gives you what their idea of a good performance is (goals they have in their mind) and if their being hard on themselves for struggling. It’s always beneficial to have them share their journey as a beginning to the conversation.
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Constructive and supportive feedback is like baking a cake; it needs the right ingredients and timing. Start with specific observations, avoid generalizations, and focus on behavior rather than personality. Use the SBI (Situation-Behavior-Impact) model for clarity, highlighting what went well, areas for improvement, and the impact of changes. Deliver feedback timely, privately, and respectfully, encouraging a growth mindset and offering actionable steps for development. Remember, it's not just about what you say but also how you say it, fostering an open dialogue and showing empathy.
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When I started working for a non profit organization, I did an excellent job, but my performance went well, but not knowing how to handle a community that was so focused on owners of the business name sake, I had to be strong, and swallow my tongue. It was too much nepotism, so my manager came, and told them, the owners, I was their representative And to respect my judgement. Then, the bully started, and they began to be treat as a manager. I had first hand experience managing a non profit organization, which is more governor, than managing. These skills will prepare me for my legal career, as a corporate attorney. Feedback for me was policy and procedures were verbally more than written. Management has to place the core values.
Constructive and supportive feedback is essential for the learning and development of your mentees. It can help them recognize their accomplishments, identify their challenges, learn from their mistakes, develop their skills, boost their self-esteem, reduce their anxiety, increase their engagement, and motivate them to foster a growth mindset. Celebrating progress, addressing gaps, and overcoming failures can all be facilitated through constructive feedback.
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Well designed Constructive Feedback is honest, specific and encouraging. An employee really wants to know what was great in their performance and what needs some focus to improve. It’s also a great time to see if there is a peer that is more effective at a certain aspect of the business that could partner up to help the associate. In this case you are now mentoring two associates, one on performance and one on the ability to help and influence another team member.
Before giving constructive and supportive feedback, you should take the time to prepare yourself and your mentees. This includes reviewing the objectives and expectations of the training program, collecting and analyzing data on your mentees' performance and behavior, and identifying their specific strengths and areas of improvement. Additionally, it is important to plan the feedback session, choosing the best time, place, and mode. Furthermore, it is essential to communicate the purpose and agenda of the feedback session to your mentees in order to establish rapport and trust, as well as create a safe and comfortable environment.
When delivering constructive and supportive feedback, you should use effective communication skills and techniques. To start, make a positive and encouraging statement that acknowledges your mentees' efforts and achievements. Additionally, use the sandwich method to structure your feedback: give a positive comment, followed by a constructive comment, and end with another positive comment. Make sure to be specific and concrete, using examples and data to illustrate your points. Furthermore, give timely and relevant feedback as soon as possible after the performance or behavior. Additionally, be balanced and fair while avoiding exaggerations or minimizations. Moreover, make sure to be actionable and helpful by providing suggestions and resources for improvement. Lastly, be respectful and empathetic while using a polite and supportive tone and language.
After giving constructive and supportive feedback, you need to follow up with your mentees to ensure that they understand and act on the feedback. To do this, ask them to summarize and reflect on the feedback and clarify any doubts or questions they may have. Additionally, encourage them to set SMART goals and action plans based on the feedback. It's also important to monitor and track their progress and performance, providing ongoing support and guidance. Recognizing their achievements and improvements is essential, as well as celebrating their success. Finally, solicit and receive feedback from your mentees about your mentoring style and effectiveness.
As a new hire trainer, you can always improve your constructive and supportive feedback skills by seeking feedback from peers, managers, and experts on your feedback delivery, as well as learning from best practices and examples in your field or industry. Additionally, reading books, articles, blogs, podcasts, or videos on the topic can be beneficial. Taking courses, workshops, webinars, or coaching sessions on constructive and supportive feedback is also an option. Finally, practicing and experimenting with different feedback methods and tools will help you hone your skills.
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Just make sure you don't delay it. Causes issues to get worse, and people to feel like they weren't helped in time. Also don't sugar coat it, so whatever you heard on the sandwich method (good news, critique, good news), don't. It lowers the value of the good news, trains people to feel there is bad news coming.
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