Mentoring programs are high on the list of recommended ways to develop and shape leaders in corporations and are considered good retention tools. However, these programs can be difficult and time-consuming to administer. Many companies have difficulty managing the program and linking employees who are not in the same geographic location. Custom software is helping companies to make advisable matches and to overtake some of the time-consuming details involved with making mentor pairs.

Dow Chemical selected Triple Creek Associates' web-based matching system to help them to administer their mentoring program. Dow currently has 1,500 mentoring pairs throughout the company and estimates that 2,500 more have used it over the four years it has been in place. Using the software, employees can input the characteristics or expertise that they are looking for in a mentor to bring them to the next stage in their career. Mentors who are willing to participate have already input their characteristics into the program and are then matched with protégés who are looking for their expertise. The system automatically reminds them of meetings and requires participants to track the progress of the relationship.

Wyndham Hotels has used the automated program to replace a paper-based mentor matching system that took one person half of her time to administer. They expect to save about 25 percent annually over their old system and to see a 500% increase in participation by the end of the year. Other companies like Abbot Labs have developed their own in-house software that links with their human resources data for things like gender, race, years of service and performance ratings. Their software also makes matches based on that information.

Even with sophisticated software, experts warn that mentoring programs still take time and attention to monitor-with the biggest concern being managers who volunteer, but do not make good mentors. Training still needs to be provided so that mentors know what is expected of them.