Mentor program boosts new nurses' satisfaction and lowers turnover rate.

Area of Science:

• Healthcare Management
• Nursing Professional Development
• Organizational Psychology

Background:

• High first-year registered nurse (RN) turnover at 31% in 2004 necessitated intervention.
• Existing research indicated mentorship as a potential strategy for improving job satisfaction and retention.

Purpose of the Study:

• To evaluate the effectiveness of an RN mentor program in reducing turnover and enhancing job satisfaction.
• To determine the feasibility of expanding the mentor program to other healthcare roles.

Main Methods:

• A pilot program involving 12 RN mentors and 12 RN protégés was initiated in 2006.
• The program was subsequently expanded to include RNs in inpatient, surgery, and emergency departments.
• Program scope was further broadened to include radiological technicians, respiratory therapists, pharmacists, and physical therapists.

Main Results:

• The pilot program achieved a 0% turnover rate among participating RNs during its first year.
• Overall RN turnover decreased to 10.3% by 2009.
• The program demonstrated success in retaining nursing staff and was expanded to other allied health professionals.

Conclusions:

• The RN mentor program is a highly effective strategy for reducing healthcare professional turnover.
• Mentorship programs can be successfully implemented and scaled across various healthcare disciplines.
• Investing in mentorship positively impacts staff retention and job satisfaction in healthcare settings.