What's your strategy for negative feedback from your mentee?

1 Understand the source

The first step is to understand where the negative feedback is coming from. Is it based on facts, emotions, expectations, or misunderstandings? Try to listen empathetically and ask open-ended questions to clarify the issue and the perspective of your mentee. Avoid being defensive or dismissive, and acknowledge their feelings and concerns.

3 Seek a solution

The third step is to seek a solution that works for both of you. Ask your mentee what they want to achieve, what they need from you, and what they are willing to do differently. Offer your own ideas and resources, and negotiate a realistic and achievable action plan. Set clear and measurable goals, and agree on how and when to follow up and evaluate the progress.

4 Maintain trust and respect

The fourth step is to maintain trust and respect throughout the feedback process. Show your appreciation and recognition for your mentee's strengths, achievements, and efforts. Express your confidence and encouragement in their potential and growth. Avoid personal attacks, sarcasm, or ultimatums, and respect their autonomy and choices. Remember that your role is to facilitate their learning and development, not to impose your views or solutions.

5 Learn from the experience

The fifth step is to learn from the experience and use it as an opportunity to improve your mentoring skills and relationship. Reflect on what went well and what could be improved in your feedback delivery and communication. Ask for feedback from your mentee on how they felt and what they learned. Celebrate the successes and address the challenges together. Seek feedback from other mentors or experts if needed.

6 Adapt to change

The sixth step is to adapt to change and be flexible and responsive to your mentee's needs and goals. Negative feedback may indicate that your mentee is facing new situations, challenges, or opportunities that require a different approach or support from you. Be open to revising your mentoring agreement, methods, or frequency, and adjust your expectations and feedback accordingly. Keep the dialogue open and honest, and embrace change as part of the mentoring journey.