• Be specific. Don't just say, "Your sales figures are low." Instead, say, " You need to make two more sales a month." Then ask what you can do to help the employee improve performance.
  
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• Don't delay. If the employee's behavior or performance is a problem, don't wait for a regularly scheduled meeting to provide feedback. Do it as soon as possible. Remember, never give negative feedback in public.
  
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• Be positive. When giving employees feedback, it's necessary to point out problems, but don't forget that they also need to feel valued. Keep a file of things a worker has done well so you always have positive reinforcement at your fingertips.
  
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• Offer training or coaching . In some instances, poor performance results from insufficient skills to do the job.

• Ensures that their legacy is carried on by sharing their experiences and knowledge.
• Encourages continual self-education. Mentors have to stay current and keep learning.
• Provides career advancement. Organizations value mentors for their teaching ability.
• Enhances self-esteem and satisfaction in having helped others.
• Revitalizes their own interest in work.

• Gives more practical, concrete experience than training classes.
• Builds self-esteem by letting them take the spotlight in some transactions.
• Gives a more realistic picture of real estate sales.
• Provides exposure to existing, tested organizational tools that they can adapt.
• Creates opportunities to build contacts and develop a network.
• Provides direction in reasonable goal setting.
• Improves job satisfaction.