Feedback is a crucial part of any mentorship relationship, especially in a technical field like computer repair. As a mentor, you want to help your mentee improve their skills, confidence, and professionalism, but you also want to avoid being too harsh, vague, or biased. How can you give effective feedback to your mentee in computer repair? Here are some tips to follow.
When you give feedback, focus on the specific actions and behaviors that your mentee demonstrated, rather than their personality or character. For example, instead of saying "You are careless", say "You forgot to back up the data before formatting the hard drive". This way, you can avoid personal attacks and help your mentee understand what they need to change or improve.
The aim isn't to try and find someone to blame for a problem, if you build a culture where you always have to blame someone no one will ask for help when they do something wrong. We all slip up from time to time, yet we can all learn from it.
La empatía cuando trabajas en equipo es muy importante, todos siempre fuimos y seremos aprendices, entender y acompa?ar a otros es de gran valor, pero siempre también enfocarse en las metas que se deben alcanzar
Focus on process rather than the solution. For example: customer cannot access a website. Can anyone else in the office access it?(determine possible network issue) Can they access any other websites? (Internet issue) can they access network drives(local network issue). Go from the big stuff to the small stuff. Also, mentor on bedside maner. Its easier to say "can you take out the network cord and blow on it?" when you need them to reseat it, rather then asking the user to do it and them telling you they already did. Give them things like this, and most importantly, explain why they work. You'd be surprised the things you can get a resistant user to do when you attack it from a different angle.
I believe Everyone who is now a mentor as once been a mentee, Been a mentor takes a lot of patience and understanding that you need to know how to speak and listen to your mentees, When you're open minded with your mentees they will be free to let you know there weaknesses knowing fully you're not going to attack them, this way you're creating an open minded environment for your mentees.
Feedback should be focused on the behavior/actions that you are trying to avoid. Avoid being accusatory, the first step is asking questions to fully understand the situation. - Explain the situation and get the team members perspective - Describe the behavior that you are looking to change. - Explain how it impacted the client/customer/team - Explain how to avoid this issue moving forward - Provide clear expectations of what you expect moving forward - Explain what the potential next steps would be with repeat behavior.
Feedback is most useful when it is given soon after the event or task that it relates to, and when it is clear and precise. Don't wait too long to share your observations and suggestions with your mentee, or they might forget the details or lose interest. Also, avoid general or vague statements like "You did a good job" or "You need to work harder". Instead, use examples and facts to illustrate your points, such as "You did a good job of diagnosing the problem and explaining the solution to the customer" or "You need to work harder on following the safety protocols when handling the equipment".
Giving constructive feedback can be tough even when you are asked for it directly. If someone has asked you to be their mentor, that is a sign that they trust you and value your insight. With that in mind, be ready to provide real and and timely insights with specifics about what went well and what can be improved. The more direct and specific you are and the more details you can provide, the more valuable your insights are. These details are what allow the mentee to correlate the feedback to a situation and be able to make a meaningful change.
Clearly define the task or project when giving feedback. For instance, highlight a specific repair or troubleshooting task. This precision ensures that your mentee can directly apply insights to particular aspects of their work, fostering targeted improvement.
In the world of IT positive feedback is crucial. As you’re more likely to get feedback from end users when things go wrong, positive reinforcement when things go right can make a massive difference to your team/individuals’ confidence.
I would start if by asking them to describe the situation they were resolving and the steps they took to resolve it. From there, ask them what they believe they could have done better or differently. What went right and what went wrong. It’s best to approach them as soon as possible, so they have the information fresh in mind. It’s also important to note as a mentor that not all feedback has to be negative, and not everyone responds the same way to feedback. Adjust your style to reflect the person you are coaching.
Você n?o precisa dar o feedback somente no final da tarefa. Fazer o acompanhamento durante o processo permite que você previna falhas antes que elas aconte?am. é interessante perguntar quais passos v?o ser seguidos, qual metodologia vai ser aplicada e que ferramentas ser?o usadas. Com isso em m?os já é possível fazer a primeira avalia??o.
Feedback should not be only positive or negative, but a balanced mix of both. Positive feedback can motivate your mentee, reinforce their strengths, and acknowledge their efforts. Negative feedback can help your mentee identify their weaknesses, learn from their mistakes, and overcome their challenges. However, too much of either can be counterproductive. Too much positive feedback can make your mentee complacent or overconfident, while too much negative feedback can make them discouraged or defensive. A good rule of thumb is to use the sandwich method: start with something positive, then address the negative, and end with something positive again.
I am not sure I entirely agree with this, feedback in this style can send mixed messages and may result in the discussion ending with the team/individual only focusing on the positive. I am not saying that negative feedback isn't going to arise, yet it’s about how you raise it. Many discuss negative feedback in a tone as if you’re talking down to them, sit down and speak to them like a human, most know they have slipped up before you speak with them and if they're right for the role they'll be wanting to learn from it.
This balance of positive and negative feedback is vital. If you only focus on the positives, your mentee won't be challenged to grow, but if you only focus on the negatives, they may lose confidence and motivation to grow. By highlighting strengths, and also pointing out specific opportunities for improvement, you can help keep your mentee motivated and confident to continue pushing themselves to grow.
The sandwich example is actually a classic and one I still use today. Start with what they did wrong, fill in some things they did right, end with the reminder that, next time do X instead of Y and keep moving forward.
Feedback ideally should be balanced, incorporating both positive and constructive elements. This approach helps individuals understand what they're doing well and where they can improve. Positive feedback acknowledges achievements, reinforces good behavior, and boosts morale, while constructive feedback identifies areas for growth and provides actionable suggestions for improvement.
Never throw your colleagues under the bus during a meeting. If an issue arises that needs to be discussed try to communicate beforehand and work on some productive strategies to effectively address any problems beforehand if possible.
Feedback should not be a one-way communication, but a dialogue between you and your mentee. Ask your mentee for their input and feedback on their performance, goals, and expectations. This can help you understand their perspective, needs, and preferences, as well as show them that you respect and value their opinion. You can also ask them for feedback on your mentoring style, methods, and communication. This can help you improve your own skills, adjust your approach, and build rapport with your mentee.
Input and feedback is key in any IT role position. It should be done very often especially if a knowledgebase is involved. I have had many roles where feedback involves changing something that may have been overlooked. Outdated information seems to be one of the most common factors. I try to make sure that the mentees are aware of this.
é importante saber se o seu feedback está sendo compreendido e assimilado. O feedback é uma li??o para ser levado para sempre. No caso de algo que deu errado e foi corrigido, n?o deve acontecer novamente. é interessante fazer um arquivo com solu??es para problemas recorrentes.
If you are a resource for providing feedback, you should also be open to receiving feedback. By opening yourself up to receive feedback, you can model how to productively receive and implement feedback. This can also help you improve your communication and overall relationship with your mentee.
Feedback should not be one-way communication; instead, it should foster dialogue between the giver and the receiver. Engaging in a dialogue allows for clarification, deeper understanding, and mutual respect between both parties. It gives the mentee an opportunity to ask questions, seek clarification, and provide their perspective on the feedback received
You should always allow a two-way street of communication and you should also always allow them to also give constructive criticism and give suggestions on ways they think will also be helpful. Your way is not the only way when it comes to IT.
Feedback is not a one-time event, but an ongoing process that requires follow-up and monitoring. After you give feedback, make sure that your mentee understands it, agrees with it, and knows how to act on it. You can also help them set SMART (specific, measurable, achievable, relevant, and time-bound) goals and action plans to implement the feedback. Then, check in with them regularly to see how they are doing, offer support and guidance, and celebrate their achievements. This can help you track their progress, reinforce their learning, and maintain their motivation.
Il est important de garder la personne motivée durant des étapes de la formation même si celle-ci peut être plus ou moins difficile. Les aléas de la vie personnelle peuvent aussi parfois ralentir une formation.
Repairs in a huge world Starts with diagnostics based on symptoms ask for input and state of current status after evaluation moving to the cure process which is corrective actions will be taken place all that is happening between you and your patient device but the most important part is getting feedback one from your device you see how the pC in that case acting and hear from the user any feedback related to the manner is always look for Feedback and follow up and work with customers beside the manner they always can lead you to something might be hidden so grab your attention to or even correct their way or show them different way they might not aware about or find them shortcuts to help them save time using the equipment efficiently
Effective feedback in computer repair mentoring: Be specific, focus on behavior, balance positive and constructive feedback, encourage growth mindset, offer actionable suggestions, create a safe environment, and follow up regularly.
Feedback is an ongoing process, not a one-time event. It requires follow-up and monitoring because it supports continuous improvement, reinforces desired behaviors, facilitates adaptation to change, promotes skill development, strengthens relationships, and contributes to effective performance management.
Basically, the major key player in a mentor-mentee relationship is growth of the later, which takes the earlier some level of consistency to ensure that desired result at growth is achieved
Catch them doing something right. It is common to call someone out for screwing up, relatively rare to tell someone they are doing a great job.
I believe you should never come at someone with just an issue or problem, you also need a solution. So when I try and point out something one of my team members needs to improve on I give a plan of action to help improve their skills.
O pós atendimento é vital para o cliente, pois assim você fideliza ele e faz a diferen?a, n?o é só atender bem e ser cordial, mas sim mostrar que está ali para ajudar com o que mais for preciso e que se importa se o problema teve uma resolu??o eficaz
Here’s what else to consider: Consider the mentee's learning style, preferences, and goals when delivering feedback. Tailor your approach to suit their individual needs and provide resources or additional training opportunities to support their development.