32 Mentorship Survey Questions to Boost Program Success

Goal-Setting & Onboarding Survey (First 30 Days)

Why & When to Use

You wouldn’t jump into a cross-country road trip without deciding on a destination and the snacks, right? The mentee assessment at the onboarding stage is just as crucial—it aligns mentor and mentee on exactly what success looks like. Conducted soon after pairs are matched, this survey prevents confusion and ensures everyone is rowing in the same direction.

Clarity on expectations leads to:

• Rapid trust-building
  
• Clear, measurable goals
  
• Reduced risk of disappointment later on
  

Plus, by directly asking about SMART goals and program resources, you discover what support is needed right from the start. The results? Faster progress and much happier participants. Everyone wants to know how success will be judged—that’s what makes this mentorship survey so powerful.

5 Sample Questions

1. What is the single most important outcome you want from this mentoring relationship?

2. Which SMART goals have you and your mentor agreed to pursue?

3. On a scale of 1-10, how confident are you that these goals are achievable within the program timeline?

4. How frequently have you scheduled meetings (weekly, bi-weekly, monthly)?

5. What resources or training would help you progress toward your goals faster?

The onboarding survey turns vague hopes into real plans, and instantly sets up every participant for measurable wins.

Effective mentorship programs incorporate surveys that assess goal clarity, mentor-mentee alignment, and resource adequacy to enhance participant satisfaction and program success. (mentorcliq.com)

Mid-Program Pulse Check Survey

Why & When to Use

Even the best mentoring matches hit bumps in the road. Midway through any program, a pulse check survey helps catch small issues before they become relationship disasters. This is when your best practices for mentoring surveys come into play, keeping both engagement and momentum high.

Running a survey at this stage provides:

• Early warning if pairs aren’t meeting regularly
  
• Data on whether mentoring is translating into real progress
  
• A platform for honest feedback before it’s too late to adjust
  

By asking the right mentorship survey questions during this crucial midpoint, organisers can tweak resources, fix mismatches, and offer just-in-time support—making a huge difference to outcomes.

5 Sample Questions

1. How satisfied are you with the quality of your mentoring sessions so far?

2. Have you encountered any scheduling or communication challenges?

3. Which goal milestones have you already achieved?

4. What barriers are currently preventing further progress?

5. Rate the usefulness of program resources provided (workbooks, training, networking events).

This pulse check isn’t just about troubleshooting. It’s a chance to celebrate progress, fine-tune the journey, and keep everyone inspired to finish strong.

Mentee Self-Assessment Survey

Why & When to Use

Mentoring isn’t just about collecting gold stars—real value comes from genuine growth. Mentee self-assessment surveys let participants reflect on their journey, unlock deeper insights, and spotlight areas still needing attention.

These reflection points can be deployed both before and after the program for maximum effect, helping you measure mentoring impact more accurately than any single metric could. Benefits of this reflective check-in include:

• Greater self-awareness for mentees
  
• More tailored support from mentors
  
• Quantifiable data showing before-and-after changes
  

This survey also provides a clear snapshot of how mentoring boosts confidence, skillsets, and willingness to pay it forward in the future.

5 Sample Questions

1. Assess your current proficiency in your target skill area (beginner, intermediate, advanced).

2. Describe one situation where you applied something learned from your mentor.

3. How has your confidence in decision-making changed since the program began?

4. Which additional competencies do you wish to develop in the next six months?

5. How likely are you to recommend this mentoring program to a colleague?

When mentees regularly reflect on their experience, they’ll spot their own wins sooner—and keep moving forward long after the program ends.

Mentee self-assessment surveys enhance self-awareness and program effectiveness by enabling participants to reflect on their growth and identify areas for improvement.

Mentor Experience & Support Survey

Why & When to Use

Mentors are the lifeblood of every program—but let’s be honest, their needs can get overlooked. Deploying a mentor feedback form either mid-program or at closure shows appreciation, identifies pain points, and ultimately retains your best mentors.

A thoughtful mentorship survey for mentors covers:

• How prepared they felt at the start
  
• The time commitment involved vs. expectations
  
• The value of any support materials or training provided
  

These topics unearth gaps that may undermine mentors’ enthusiasm for future participation. Program managers who consistently care for their mentors ensure great leaders keep volunteering year after year.

5 Sample Questions

1. How prepared did you feel to begin mentoring at program launch?

2. Approximately how many hours per month have you spent on mentoring activities?

3. What support materials (guides, training, peer forums) have been most valuable?

4. Describe any challenges you’ve faced in guiding your mentee.

5. What improvements would make you more likely to serve as a mentor again?

Mentors who feel valued and supported pass that positivity on to mentees, fueling the entire program’s long-term success.

Program Impact & Outcomes Survey

Why & When to Use

Executive teams want proof that mentoring programs deliver real results. Enter the measurable outcomes survey, where cold hard data meets warm fuzzy stories. Sent at the program’s conclusion, this survey captures the concrete impact of mentoring on both individuals and the wider organization.

Benefits of this survey include:

• Collecting hard data for annual reviews and ROI analysis
  
• Showcasing wins to justify or expand future funding
  
• Highlighting participants’ success stories to drive future engagement
  

By asking about specific achievements, satisfaction boost, and network value, you build an ironclad case for the long-term value of mentoring.

5 Sample Questions

1. To what extent did the program meet its stated objectives (not at all, partially, fully)?

2. Which measurable outcomes (promotion, certification, new project leadership) have you achieved?

3. How has your engagement or job satisfaction changed since participating?

4. Estimate the value of networking connections made through this program.

5. What is the single greatest impact mentoring has had on your career or professional growth?

Well-designed surveys here do more than check a box—they become your best recruitment and retention tool for future cohorts.

Post-Program Follow-Up Survey (3–6 Months Later)

Why & When to Use

Time flies after mentoring ends, but the real magic sometimes happens after graduation. A post-program follow-up survey, sent three to six months later, captures the long-term ripple effect and identifies future advocates and mentors.

This mentorship survey reveals:

• Which skills or habits have truly “stuck”
  
• Whether mentoring relationships have continued informally
  
• Alumni ready to return as new mentors or champion the program elsewhere
  

By keeping the conversation going, you create a virtuous cycle—graduates turn into future mentors, and organizational knowledge deepens with every generation. Plus, there’s nothing like hearing how far people have come!

5 Sample Questions

1. Which skills gained during mentoring are you still applying in your daily role?

2. Have you continued meeting with your former mentor/mentee informally?

3. How has your career trajectory changed since the program concluded?

4. Would you participate again as a mentee, mentor, or both?

5. What suggestions do you have for enhancing future mentoring cohorts?

Messaging alumni at just the right time unlocks invaluable insight and prevents your mentoring community from going stale.

Best Practices & Common Pitfalls (Dos and Don’ts)

Crafting effective mentorship survey questions is equal parts science and creativity. The most successful programs follow simple but powerful best practices, while dodging classic mistakes that can sink engagement.

Dos:

• Align each survey to a clear program milestone (matching, onboarding, mid-point, end, follow-up)
  
• Keep each survey short and sweet (ideally under 10 minutes)
  
• Balance quantitative items (Likert scales, ratings) with open text boxes for richer insights
  
• Guarantee confidentiality to build trust and encourage candor
  
• Always close the feedback loop by sharing highlights or actions taken in response
  

Don’ts:

• Overload participants with redundant, never-ending questionnaires
  
• Delay acting on or acknowledging feedback from mentors or mentees
  
• Use corporate jargon or technical lingo that confuses rather than clarifies
  
• Ignore the needs and perspectives of mentors—happy mentors fuel great programs
  
• Forget to optimize for mobile devices (busy people love completing surveys on the go)
  

For survey design, the sweet spot is a combination of:

• 5-point Likert scales (e.g., “strongly agree” to “strongly disagree”)
  
• Open-ended questions (“Describe…” or “What would you improve?”)
  
• Multiple-choice for demographic or logistical info
  

Distribution can be handled via email links, easy-to-use in-app surveys, or even live in-person polling at events. Analyze data with dashboards or simple spreadsheet tools, then circle results back to participants, so everyone feels heard and motivated to stay engaged.

Keep it simple, human, and actionable, and your mentoring feedback process will become the engine of continuous improvement.

Surveys are the unsung hero of mentorship programs. They forge stronger connections, expose growth opportunities, and add fuel to the feedback loop that drives continuous improvement. If you ask the right questions, at the right moments, you’ll turn data into lasting impact—and create a program that mentors and mentees can’t stop talking about. Remember: a little feedback goes a long way. Let your mentorship surveys be your guiding star.