The problem
In company programs, HR is always asked what the mentoring actually changed. The business wants to know if the time invested by senior staff was worth it. Meeting counts and hours logged show that people talked, but they do not show what improved.
When a program ends, the team often sends a survey asking if people liked it. Good feelings are nice, but they do not prove that an employee learned a new skill or solved a hard problem.
How organizations usually handle it
Companies usually try to measure success by counting how many meetings took place. They might ask managers if they noticed a difference, or send a long questionnaire at the very end. By then, people have forgotten where they started, and dropouts make the final numbers look worse or better than reality.
How mentoring solves it
Mentoring means an experienced person meets a colleague regularly to work on a specific goal. Because they meet over several months, they can track progress step by step. It is not a one-time training session, but a continuous effort to improve.
When the goal is clear from the first day, both the employee and the mentor know what they are aiming for. Scoring that goal at the beginning gives them a baseline. When they score it again later, the change is real and visible.
How it works on Mentornity
Scoring goals over time
Participants set goals at the start and score them. They score them again in the middle and at the end of the program to show real change.
Two views on progress
Each person's own score and their mentor's score are shown side by side. This helps HR see if the employee and the mentor agree on the progress made.
Accurate numbers
Change is counted only for people who answered both times. This means dropouts do not skew the final results.
Regular check-ins
Employees and mentors score their goals, way of working, being heard, and progress from zero to ten. If they go thirty days without a meeting, Mentornity AI suggests an email to check in.
What you can measure
HR sees the exact change in goal scores from the start to the end of the program.
The team sees who has not met for thirty days and can step in.
Reports show median scores and bands, hide groups smaller than five, and export to Excel and PDF.
Questions
Do dropouts ruin the final data?
No. Change is counted only for people who answered both at the start and at the end, so dropouts do not skew the results.
How does the system handle small groups in reports?
To protect privacy, reports hide data for groups smaller than five by showing them as less than five. The reports also show medians and bands.
What happens if an employee and mentor stop meeting?
If they go thirty days without a meeting, they appear on a silent list. Mentornity AI then suggests an email for your team to send them.