5 Questions to Ask Before Your Next Mentoring Check-In

Time for a mentoring check-in? Use these 5 expert-backed questions to review, refocus and maintain momentum.

If you’re not running a mentoring check-in mid-way through your program, you’re missing the moment that defines whether it thrives or quietly fades.

This isn’t about box-ticking. A mentoring program mid-point review helps you course-correct early, re-engage participants, and prove that what you’ve set up is actually delivering against your workforce strategy.

Most mentoring programs don’t fail because people don’t care. They fail because they lose steam, lose structure, or never had the right design in the first place. The mid-point is your best shot at catching that before it turns into ghosted meetings and mismatched pairs.

According to a Deloitte study, inclusive mentoring programs lead to better performance, higher retention and increased trust; but only when they’re well structured and continually assessed. Mid-point reviews are where you sharpen that structure.

TL;DR

Your mentoring program mid-point review is your moment to dig in, not zone out. Use this check-in to sharpen your strategy, reduce waste, and maintain mentoring momentum. 

Ask the tough questions, back your decisions with data, and ditch the admin work that’s dragging you down. Especially when platforms (like Brancher) are already doing the heavy lifting.

Because a mentoring program that isn’t measured doesn’t improve.

Table of Contents

• Is your matching process doing what it’s supposed to?
• Are you capturing real outcomes - or just feel-good stories?
• Are mentors and mentees supported, or just set loose?
• Is admin dragging your team down?
• Are you actually moving the dial on capability or inclusion?
• The tool that makes mentoring program reviews easier
• Keep the momentum going
• Frequently Asked Questions

Is your matching process doing what it’s supposed to?

Reviewing the mentoring match is one of the most overlooked but high-impact things you can do. Are you matching based on shared interests and development goals, or just job titles and availability?

Organisations that still rely on manual matching have an increased risk of bias and ineffective pairings. If your matches aren’t inclusive, skills-aligned, and interest-driven, no amount of check-ins will save the program.

Your check-in should ask: Is the match still working? Are both people learning? If not, you’ve got a choice: realign now or risk wasting the rest of the program.

Are you capturing real outcomes - or just feel-good stories?

Anecdotes sound nice, but they don’t get your executive team to sign off on budget next year.

You need to know:

• Are participants meeting consistently?
• Are they achieving their stated goals?
• Are capability gaps actually narrowing?

Mentoring doesn’t have to be soft. Programs with clear structure and measurable goals are proven to increase promotion rates by up to 5x for underrepresented groups. But that only happens if you’re collecting real data, not just good vibes.

A strong mid-point check-in lets you see what’s changing. You can’t improve what you can’t measure.

Are mentors and mentees supported, or just set loose?

Don’t assume everyone knows how to “just mentor.” Most people don’t.

The 2024 LinkedIn Learning Workplace Report found that managers and employees rank mentorship as one of the most effective learning methods. But over 60% feel unsure how to mentor or be mentored effectively.

Your mid-point check-in should ask: Do participants know what good looks like? Do they have prompts, nudges, or goals? If not, add support or reset expectations now.

The alternative? Mismatched expectations, awkward meetings, and drop-off by month four.

Is admin dragging your team down?

If you're spending hours manually chasing updates, fixing mismatches, or exporting spreadsheets, you're not alone. 

A state government department using Brancher reduced 40+ hours of admin work to under 90 minutes per cohort with automation and saw a 93% satisfaction rate.

A good mentoring check-in shouldn’t feel like extra admin. It should be part of a seamless process that gives you clean, centralised data with zero spreadsheet-wrangling. If that’s not happening, it’s time to ask why.

Are you actually moving the dial on capability or inclusion?

Mentoring should link to outcomes - like developing critical capabilities, improving diversity in leadership, or supporting retention of early-career staff.

If your mentoring program review doesn’t map back to your strategy, it’s time to rethink the design.

Programs aligned with strategic goals are 57% more likely to report business impact, according to McKinsey. And yet, most check-ins never ask: Are we helping this person grow into that next role? Are we lifting future-ready skills?

Make your mid-point check count by checking alignment; not just engagement.

The tool that makes mentoring program reviews easier

Here’s where Brancher makes your job easier.

Instead of spending weeks prepping for a mentoring program review, Brancher gives you automated reports, real-time participant data, and built-in feedback tools so you can run your mid-point check-in without lifting a finger.

It’s built for HR teams who don’t want to mess around with spreadsheets and surveys; and it’s flexible enough to align with your capability framework or DEI goals.

You’ll see which matches are thriving, who needs support, and what outcomes are tracking; without the manual overhead.

Keep the momentum going

A good mentoring check-in isn’t just a report. It’s your moment to reconnect, refocus, and maintain mentoring momentum.

So before you launch your next program (or let the current one limp to the finish) ask these five questions. Then act on what you learn.

Because the difference between a mentoring initiative that fizzles out and one that transforms capability across your workforce? It usually comes down to what happens at the mid-point check-in. 

Book a demo to learn how Brancher can help your mentoring program stay on course.

Frequently Asked Questions

How often should you check in during a mentoring program?

Most mentoring programs benefit from at least two structured check-ins: one at the midpoint and another near the end. Depending on your program’s length, more frequent informal touchpoints can help keep momentum. Just don’t leave it to chance.

What should you avoid during a mentoring check-in?

Avoid using the check-in as a compliance exercise. Don’t focus only on activity logs or numbers. Instead, centre the conversation on outcomes, engagement levels, and support needs.

Who should lead the mentoring check-in?

Program administrators usually lead check-ins, but mentors and mentees should have input. Use surveys, feedback forms, or guided reflections to gather insights. A neutral facilitator helps surface honest feedback.

Can mentoring check-ins improve program retention?

Yes. Structured check-ins can boost retention by 30–50% by helping participants stay on track and feel supported. They flag issues early and give participants space to realign.

How do you measure mentoring program success at the check-in stage?

Look at engagement rates, feedback quality, alignment to program goals, and skill or knowledge growth. You don’t need to wait until the end to assess impact; the midpoint is a great time to course-correct.