Set the decision
Write down the decision you want this questionnaire to support: learn whether mentoring conversations support useful progress.
Learning and training / Survey guide
Learning and training · Practical field guide
Mentorship program feedback survey
Learn whether mentoring conversations support useful progress.
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ILLUSTRATIVE QUESTIONNAIRE5 prompts
Try the first three questions here. Nothing is submitted or saved.
From question to next step
Make the feedback useful.
Invite relevant voices
Invite people who experienced the relevant situation. Explain response handling and include an optional skip or not-applicable route. Do not require details from private mentoring conversations.
Choose an action
Agree on a realistic cadence and end each meeting with an optional next step.
Read the answers carefully
What the answers cannot tell you.
Do not require details from private mentoring conversations.
Example participants value their mentor but struggle to agree on a meeting rhythm. This is an illustrative interpretation problem rather than a real customer result. Agree on a realistic cadence and end each meeting with an optional next step.
A worked interpretation example
From a comment to a practical next step.
Illustrative scenario. These are not customer results.
Keep the finding specific
Example participants value their mentor but struggle to agree on a meeting rhythm.
Choose an action to test
Agree on a realistic cadence and end each meeting with an optional next step.
Check the experience again
After testing the action, revisit this original observation: Example participants value their mentor but struggle to agree on a meeting rhythm. Repeat the relevant experience prompts with people who encountered the change. Compare specific explanations and sample differences; do not claim causation from the before-and-after responses.
A useful starting point
A questionnaire for mentorship program.
Learn whether mentoring conversations support useful progress. Choose the questions that fit the experience you are investigating; avoid asking people to evaluate a step they did not encounter.
If nothing was unclear or difficult, say so. Skip questions about steps you did not experience; use not applicable where appropriate.
How clear are the goals for your mentoring relationship?
Check whether both participants can describe an agreed purpose for mentoring. Clarify conflicting expectations before changing the meeting schedule or interpreting participation as progress.
Which conversation helped you take a next step?
Locate the discussion that informed a concrete next step, preserving its useful questioning or support. A helpful conversation does not demonstrate a lasting career outcome.
What would improve meeting frequency or structure?
Separate cadence problems from problems with meeting agendas or follow-through. Agree a feasible adjustment with both participants rather than assume more frequent meetings are preferable.
How easy is it to arrange the next mentoring conversation?
Identify practical scheduling friction, including the route used to arrange the next conversation. Address coordination barriers separately from the participant's willingness to continue mentoring.
What practical next step came from your last discussion?
Check whether the last discussion produced an identifiable action that the participant owns. Revisit its feasibility without requesting private disclosures from the mentoring conversation.
If nothing was unclear or difficult, say so. Skip questions about steps you did not experience; use not applicable where appropriate. How clear are the goals for your mentoring relationship? Which conversation helped you take a next step? What would improve meeting frequency or structure? How easy is it to arrange the next mentoring conversation? What practical next step came from your last discussion?
Download the questions as text ↓
Examples to adapt, rather than a validated research instrument.
Before you send it
Check what your wording assumes.
Would you agree that mentorship program feedback was a completely positive experience?
How clear are the goals for your mentoring relationship?
The initial wording assumes a positive evaluation. The revised question asks about the actual situation so a respondent can describe difficulty, uncertainty, or a different experience.
Choose the response format
Make room for the explanation.
| Question | Suggested format | What to preserve |
|---|---|---|
| How clear are the goals for your mentoring relationship? | Short open text | Let people explain the experience in their own words. Review this answer for: how clear are the goals for your mentoring relationship. |
| Which conversation helped you take a next step? | Short open text | Let people explain the experience in their own words. Review this answer for: which conversation helped you take a next step. |
| What would improve meeting frequency or structure? | Short open text | Let people explain the experience in their own words. Review this answer for: what would improve meeting frequency or structure. |
| How easy is it to arrange the next mentoring conversation? | Short open text | Let people explain the experience in their own words. Review this answer for: how easy is it to arrange the next mentoring conversation. |
| What practical next step came from your last discussion? | Short open text | Let people explain the experience in their own words. Review this answer for: what practical next step came from your last discussion. |
Make questions optional where appropriate. If you add a rating scale, label its endpoints, keep one idea per question, and retain a follow-up for reasons. These examples are not a validated measurement instrument.
Before you send it
Questions, answered.
What should I learn from this mentorship program questionnaire?
Learn whether mentoring conversations support useful progress. Start with one decision you can act on rather than using the survey to confirm a preferred answer.
How should I interpret answers to “Which conversation helped you take a next step?”?
Read this answer for the concrete issue behind the response. Do not require details from private mentoring conversations. Compare specific explanations instead of reducing every response to one average.
What would a practical next action look like?
Agree on a realistic cadence and end each meeting with an optional next step. This is an example action to investigate, not a guaranteed improvement.
When should I send this questionnaire?
Ask after respondents have experienced the specific situation in the first prompt: “How clear are the goals for your mentoring relationship?” Allow enough time after a proposed change for people to experience it before repeating the questionnaire.
What should I check after changing the process?
After testing the action, revisit this original observation: Example participants value their mentor but struggle to agree on a meeting rhythm. Repeat the relevant experience prompts with people who encountered the change. Compare specific explanations and sample differences; do not claim causation from the before-and-after responses.
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Copy the questions or download TXT, CSV, JSON, or a Markdown worksheet and adapt them in your own survey. The product CTA opens registration and does not import the example. Verify the features and terms available in your account.
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