Together can help you calculate ROI, often by comparing turnover rates of participants versus non-participants, especially when integrated with your HRIS. It can also be measured in terms of time saved from manual administration (e.g. matching participants, scheduling sessions, and running reports).

It helps to start with some clear business objectives for your mentorship program. For example, are you hoping to improve retention or productivity? Or maybe you want to scale your program so it’s accessible to everyone in your organization, but all the manual work involved would make that a deal-breaker for you. Some of the most common use cases for Together include attracting and retaining talent, increasing diversity, equity, and inclusion (DE&I) through employee resource groups, training high-potential employees, offering support for new managers, and new hire onboarding—to name just a few. If any of these use cases are aligned with your company’s goals, it will help you make the case for the investment.

There are different ways you can track the ROI of mentoring, including the impact it has on employee turnover and retention, promotion rates within your company, and time to productivity among new hires who go through mentoring as part of their onboarding.

If you’d like to try inputting a few numbers to get an idea about the ROI of mentoring in terms of savings in turnover costs, check out the interactive ROI calculators above. Note that you’ll need to have a rough idea of some numbers such as the number of mentor and mentee participants, average employee salary at your company, cost of employee turnover (as a percentage of their salary), the estimated increase in productivity as a result of mentoring, and your estimated reduction in turnover from mentoring.