Group of diverse coworkers sitting together Each person brings their unique history and perspectives into the workplace, which includes the mentor/mentee relationship. Different aspects of personal experience, such as culture, gender, and sexual identity, affect communication styles. Techniques that may have worked with previous individuals may not be a fit for your current mentee. To build a culture of belonging, take the time to recognize and respect differences in experiences and work styles. Once mentors have laid that foundation, finding common practice can begin.

For example, you may be from a culture or generation that views early arrival as a sign of hard work, while there are many cultures that have different expectations of timeliness. Rather than building assumptions about the individual based on this one thing, look at other markers of job performance and start a conversation from a place of understanding.

If there are communication gaps between you and your mentee, or your mentee and their job site, it is your role as a mentor to take a step back and carefully evaluate where the problem lies. If it is in difference, take the time to learn more and listen carefully to what your mentee is saying, as they are the expert of their own life experiences.

Mentors should recognize that their apprentices bring fresh perspectives to the workplace. You are teaching your apprentice, but you may also find that mentoring provides you with a valuable learning experience.