In the day and age of reduced workforces and bootstrap budgets, mentoring programs are a relatively affordable way to improve productivity, retain employees and accelerate skill development and career advancement.
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Use the form below to delete this Posted December 4 2013 By Diana Esquibel Full Size Is 3600 A— 2400 image from our index. According to i4cp's recent Mentorship Programs Survey, conducted on behalf of a member company, over 80% of organizations who have such programs say they are moderately to highly effective. Or, perhaps the better question is, are they sure the programs aren't more impactful than first assumed?Four ways to track the effectiveness of mentoring programsMeasurement is easier said than done.
Like many human capital programs, there's a lack of direct human capital metrics, but the success of mentoring programs can be gauged through a variety of methods: Measure participant satisfaction (Kirkpatrick's Level 1). Once the mentoring experience is over, ask participants if they were happy with the program and results.
Ambitious programs can be designed to incorporate the more strategically significant, higher Kirkpatrick levels of measurement.


Compare retention rates of those who have participated in mentoring programs against those who haven't.
If retention rates are statistically higher, the program is having a positive impact on employees. Mentoring often leads to more effective onboarding and accelerated ability to work within a particular organizations structures and procedures, things that go beyond basic job knowledge.
Mentoring programs are sometimes provided to employees who have low engagement scores or are frustrated with a lack of career opportunities. The impact of mentoring programs on employees with tangible metrics such as sales, customer service ratings and quantity of product defects will be easier to assess. For practical and innovative ideas of how companies have implemented mentoring programs, we recommend i4cp's Coaching: What Really Works Playbook.



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