As a mentor, seeking feedback from your mentee is one of the most effective ways to grow and build a stronger relationship. Mentorloop includes built-in surveys that your Program Coordinator uses to monitor the health of the program, but these don't share your mentee's responses with you directly. That's why the most valuable feedback you'll get as a mentor comes from asking for it yourself.
How Mentorloop surveys work
While your Loop is active, Mentorloop automatically sends three surveys at key moments, to both you and your mentee individually:
- Mentoring Quality Score (MQS) — a periodic check-in on how the relationship is going overall.
- Post-meeting survey — a short sentiment check sent after each logged meeting.
- Close Loop survey — end-of-relationship feedback when your Loop closes.
Survey prompts arrive by email and, if you have push notifications enabled on the Mentorloop mobile app, as push notifications too.
Important: survey responses are private, your mentee's responses go to your Program Coordinator, not to you, and yours don't go to your mentee. The one exception: a 5/5 MQS score triggers a Kudos notification to your match partner. Always complete your surveys honestly; your Program Coordinator uses this data to support everyone in the program.
How do I gather feedback between surveys?
Effective feedback collection should be an ongoing process, not a one-time event. Active listening plays a vital role, when you genuinely listen to your mentee, you pick up on both what they say and what they don't. Creating psychological safety is just as important: make sure your mentee feels comfortable expressing their thoughts openly and honestly by staying approachable, empathetic, and communicative. When you recognise and respond to feedback during regular sessions, you build trust and signal that their input genuinely matters.
What questions can I ask my mentee to get useful feedback?
Directly asking for feedback is one of the most effective approaches. At your next session, consider some of the following questions to spark reflection and open dialogue:
- How do you feel you've grown since we started our mentoring relationship? What's been your biggest learning so far?
- How can our meetings be more helpful to you?
- What could I be doing differently to support you?
- If you were in the mentor's shoes, is there anything I do that you'd keep, and anything you'd change?
- Is there a recent discussion, question, or piece of advice from our conversations that's changed how you approached a challenge?
- Looking back at your goals, did you meet them? Where were you successful, and where did you fall short?
- Is there anything you wish we'd done differently from the beginning?
- Are there specific areas or skills where you feel you need more support?
- What aspects of our mentoring relationship have you found most valuable?
- How do you prefer to receive feedback, and is there a way I can improve how I deliver it to you?
These questions are designed to encourage reflection and give you actionable insights that can improve the experience for both of you.
How should I respond when my mentee gives me feedback?
At any point in your mentoring relationship, but especially when sharing feedback, show gratitude and be respectful. Regardless of what your mentee shares, appreciating their honesty reinforces a positive, open environment and encourages continued candour. Take time to reflect on what you've heard: mentoring is a mutually beneficial experience, and considering how you can grow from the feedback is key to making the most of being a mentor for your own professional development.
What should I do after receiving feedback?
Receiving feedback is just the first step, taking action is where real growth happens. Thoughtfully consider what you've heard, identify concrete steps you can take, and follow through. Demonstrating that you act on feedback builds trust and respect within the relationship. The goal is to continually adapt to better meet your mentee's needs, creating a mentoring environment that genuinely evolves over time.