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It is through evaluation that you discover what works and should be repeated, and what does not work and needs to be changed. Evaluation therefore forms the foundation for learning and improvement. In this article, we share specific tips and tools for actively using evaluation to improve the job search process and the mentoring program.
How to Evaluate
A good evaluation doesn't have to be complicated. In fact, two questions—and two follow-up questions—are all you need!
What was good? Why?
What could have been better? How?
You should ask yourselves these questions after every activity, but you should also discuss them openly as a group. The evaluation can be done either verbally—for example, at the end of each working session between mentor and mentee—or in writing.
If the evaluation is more comprehensive—for example, if you, as a mentor, are evaluating the mentee’s interview practice or if you’re evaluating the entire job search process—a written evaluation can provide a better overview. One tip is to take a sheet of paper, divide it into four boxes—one for each of the questions and follow-up questions listed above. You can also download our template here.
Write a log
A log is a brief written summary, typically of a meeting. It is mandatory for the trainee to write a log of the work meetings with their mentor.
The log has three important functions:
It helps you reflect on the interview and your own job search process
You and your mentor can look back and see what you've been working on and what you've decided
We at Sammen om en jobb can keep an eye on things and make sure everything is going well for you
We also recommend that mentors keep a log for their own learning, as well as help their mentees remember to submit their logs to the digital platform.
How to Post a Log
You enter the log on the digital platform.
Log in to the platform
Click on “Mentor Plan”
Click on your mentor plan number. It starts with an M followed by four numbers: “M-XXXX”
Click "New" in the log section
Three Tips for Better Evaluations
Let the apprentice speak first
To encourage self-reflection, it’s a good idea to let the mentee evaluate the situation first. The best learning happens when you figure things out for yourself. Therefore, the reflections and conclusions the mentee reaches on their own will be much more meaningful than those you, as the mentor, provide. Letting the mentee evaluate first is also a good way to see if you both share the same perspective on how the activity went.
Focus on the positive
If you’re not careful, evaluations and constructive feedback can have a negative impact on motivation and self-confidence. That’s why it’s important to always focus on the positive. A rule of thumb is to always start and end every piece of constructive feedback with something positive, and to make sure you highlight three positive things (some people even say ten) for every point of criticism. When the tone is positive, it’s also easier to open up and accept any constructive criticism.
Actively ask for feedback yourself
It can be difficult to give honest feedback about things that didn’t go so well. Often, this is also culturally influenced, and constructive criticism of someone with more experience than you is completely unheard of. In such cases, it can take time to build a relationship where it’s okay to offer honest feedback. As a mentor, you can lead by example. Evaluate yourself, ask for feedback, and ask your mentee how they think it went. Often, this is enough, and you can wait to offer constructive criticism until you’ve gotten to know each other better.