Measuring Effectiveness of Corporate Mentoring Programs Continues to Challenge L&D Professionals According to Recent Insala Survey

DALLAS, TX – August 18 2015 – Insala, a provider of mentoring software and training, has found that the greatest pain point of mentoring practitioners is “Success metrics and the evaluation process”, which has a lead of 17.6 percentage points over any other mentoring program challenge.

This finding comes from Insala’s mentoring benchmarking survey that closed earlier this year. When respondents were asked to indicate the top three things they would most like to change or improve about their mentoring programs, a leading 52.6% respondents indicated that they would like to change or improve “Success metrics and the evaluation process”. “Level of participant engagement and enthusiasm” trailed behind in second place with 35.0% of respondents’ vote, followed by “Alignment with organizational or talent strategy” with 31.5%.

The 17.6 percentage point lead that “Success metrics and the evaluation process” had over the next highest reported mentoring program pain point is significant, but according to Stephen Grindrod, director of operations and marketing, this is not unexpected.

“We see this year after year, through our polls, surveys, and anecdotal evidence,” says Grindrod, a subject matter expert of mentoring software. “Measuring mentoring has consistently been a challenge that the community of mentoring practitioners really has yet to successfully take charge of. In light of this new data, we’d like to challenge mentoring practitioners – no matter the size, scope, or budget of the program – to measure their mentoring programs more effectively.”

The top five answers to the question of what respondents would most like to change or improve about their mentoring programs are:

1. Success metrics and the evaluation process – 52.6%
2. Level of participant engagement and enthusiasm – 35.0%
3. Alignment with organizational or talent strategy – 31.5%
4. Communication between mentors, mentees, and managers – 29.8%
5. Training of mentors, mentees, and/or managers/supervisors – 28.9%

As respondents were instructed to choose their three top answers, the sum of the percentages is not 100%.

“What this also shows us is that mentoring practitioners aren’t connecting the dots between success metrics, participant engagement, and alignment with larger organizational strategies,” says Judy Corner, mentoring SME. “If one part of your feedback loop is broken, you’re not going to know how to fix the other parts that are involved.”

The full survey report is now available visit

About Insala
Insala is a leading global provider mentoring software and talent development solutions through innovative web-based SaaS (Software as a Service) technology. Insala seeks to be a partner to organizations by focusing on their employees’ development at every stage of the employment lifecycle, providing solutions for career development, mentoring, coaching, career transition, and corporate alumni programs. For more information, please visit