Modulo4_KHEIRON_EN

02 Participation and continuity in the process: Successful mentoring is characterised by consistency in sessions and the permanence of both participants until the planned cycle is completed. Useful quantitative indicators are the participation rate (do they attend the planned sessions?) and the frequency of the sessions held. A high percentage of sessions actually held (compared to those agreed upon) indicates commitment on both sides. Likewise, the completion rate—that is, the percentage of pairs who complete the programme without premature dropouts—is a frequent KPI of success. Beyond the formal period, the voluntary continuity of the relationship is a very powerful sign: if the mentor and mentee decide to stay in touch or extend their mentoring unofficially, it shows that they find value in the bond. In some programmes, many relationships have been seen to extend informally beyond the official duration thanks to the good connection achieved. This continuity, when it occurs organically, shows that the relationship transcends the initial obligation and has become a meaningful, long-term bond. Mentee and mentor satisfaction: The subjective perception of both participants regarding how the mentoring is going is another key indicator. Simple satisfaction surveys (for example, after a few sessions or at the end) allow this aspect to be quantified. A satisfied mentee will report that the mentoring is useful, interesting and tailored to their needs. A satisfied mentor will feel that their time is well spent and that they have support in their role. According to best practices, it is recommended to measure satisfaction with rating surveys (e.g., from 1 to 5) for both mentees and mentors. High levels of satisfaction correlate with a greater likelihood of success: in a corporate programme, for example, virtually all participants were at least ‘satisfied’ with the quality of their mentoring relationship, and more than half said they were ‘completely satisfied’. If our internal evaluations find that 9/10 mentors would repeat the experience and that mentees rate the sessions positively, these are strong indicators that the process is working well. Mentee well-being and development: Beyond tangible objectives, mentoring often seeks to impact the young person's personal development. Indicators here may include improvements in the mentee's emotional well-being, motivation, or social skills. These can be measured using scales or qualitative observation. For example, the Quality of Support Index of a socio-educational programme measured changes in psychosocial variables and found that ‘mentoring leads to an 88% increase in self-esteem, a 91% increase in motivation to study and an 87% increase in curiosity to learn new things’. These data highlight how good mentoring impacts attitudes and wellbeing. On a smaller scale, a mentor may notice indicators such as: the mentee shows greater self-confidence, has improved communication skills, makes better decisions, or expresses emotions more easily than at the beginning. Perceived well-being can also be assessed through direct questions (e.g., ‘Do you feel more capable or more optimistic since we started mentoring?’). If the answer is yes, it is a clear sign of progress. In specific contexts, there are standardised tools (e.g., psychological wellbeing or skills development scales) to measure these changes quantitatively; we will see an example of their use later on.