When designing a mentoring program, first determine your program goals. These will form the basis for evaluating whether the program has met its expected objectives. Many organizational mentoring programs rely solely on a final evaluation survey, but this may not fully measure the dynamics of mentoring relationships, according to “Evaluating a Mentoring Program,” by Julie Fortin and Christine Cuerrier.
Prepare a survey to be filled out by mentees and mentors at the end the program. Create identical pre- and post-program self-assessments exclusively for mentees. For confidentiality, individuals will be assigned a unique numerical identifier.
Administer mentee pre-program self-assessment before participation in the program, requesting mentees to rate themselves on attributes such as self-confidence, assertiveness in the workplace and other qualities.
Ask mentees to fill out an identical self-assessment at the end of program participation, Fortin and Cuerrier advise in “Evaluating a Mentoring Program.” Identify any higher ratings from post-program assessment responses on self-confidence, assertiveness in the workplace and any other attributes posed in the initial mentee self-assessment that may be associated with enhanced competency fostered through the mentoring relationship.
Review post-program surveys filled out by both mentors and mentees, focusing on areas of satisfaction and dissatisfaction expressed through open-ended questions. Mentors often find unexpected benefits from mentoring relationships.
Gather a representative sample of mentees and mentors to participate in focus groups about their mentoring experiences. (This is optional, depending on company time and resources.)
Retain objective third-party facilitator to elicit candid, honest dialogue, steer discussion to issues that repeatedly arise in participant surveys, and explore potential solutions, Fortin and Cuerrier advise.