Supervising and developing working learners
Working learners are in a critical stage of developing professional skills, confidence, and identity. Feedback from supervisors plays a key role in helping them:
Campus jobs are more than just work—they’re part of the learner’s educational experience. When you view feedback as part of their development, your role becomes more like that of a mentor than just a manager.
Try:
Keep these in mind to create a positive feedback culture:
| Principle | Why it matters |
|---|---|
| Timely | Feedback should be given close to the occasion so it’s relevant and actionable. |
| Specific | Vague feedback (“good job”) doesn’t help growth. Be clear about what went well or needs improvement. |
| Balanced | Include both strengths and areas for growth to build confidence and motivation. |
| Two-way | Encourage working learners to share their own reflections. This builds self-awareness and accountability. |
Use this simple structure to frame your feedback:
SBI Model: Situation – Behavior – Impact
Example:
"During yesterday’s team meeting (Situation), you presented your project update clearly and answered questions thoughtfully (Behavior). That helped the team feel informed and confident moving forward (Impact)."
Feedback for working learners should support their growth and learning journey.
Normalize learning curves
Connect feedback to skills they’re building (e.g., communication, teamwork, problem-solving)
Ask reflective questions like:
| Do | Don’t |
|---|---|
| Be specific | Be vague or overly general |
| Focus on behaviors | Critique personality or intentions |
| Check your tone | Use sarcasm or condescension |
| Ask for their input | Make it a one-way conversation |
| Give feedback in private (for sensitive topics) | Call out mistakes in front of others |
Here are some openers you can use in everyday conversations:
Build feedback into your routine with short weekly or biweekly check-ins. Use a simple structure:
How can I support you?
This makes feedback feel less like a "big event" and more like part of the job.
Support a culture where working learners can give each other constructive feedback. This helps develop communication skills and builds teamwork.
Let your working learners know you’re learning too. It models a growth mindset and creates a trusting relationship.
“I’m working on giving better feedback—let me know how I’m doing.”
