Other Titles
PechaKucha Presentation
Abstract
Background
Nurses in residency programs participate in orientations that pair them with preceptors. The preceptors are experienced peers based on the units for which the residents are hired. Those encouraging and supportive relationships serve to onboard the nurse residents clinically, operationally, and socially. However, what do we provide for these nurses to encourage and support them professionally beyond the orientation? The term “mentor” was used loosely at our facility for several years. A structured program did not exist; no intentional pairing of mentor/mentee, no official documenting, nor mentor training.
Purpose
The purpose of the mentoring program is to provide extended support beyond the orientation period that guides the mentees as they grow professionally, and reduces the turnover rate of these newer nurses. The program tracks the nurse residents 1 and 3 year retention rates. Professional involvement in committees, a professional advancement program, and return to school are also tracked. Additionally, evaluation of program quality is performed.
Interventions
Mentees are intentionally paired with mentors using intake forms. The volunteer mentors are recruited from throughout the facility. They complete a self-evaluation to measure personality traits crucial to an effective mentoring relationship. They are provided training, and have the program reviewed with them. Mentees complete a “Professional Goals” form, with details for short and long term goals. Mentors evaluate those goals with a template. Discussion regarding goals, and constructing plans to work towards them are the focus of their meetings. Pairs are requested to last for 12 months. They are required to meet in-person 4 times per year, which is facilitated by “socials”. They are requested to meet monthly, with meetings taking place over text, call, email, or in-person. Logs are maintained by the mentor, with brief notes on goal/topic discussed and actions taken.
Implications
Structured mentoring programs can be replicated in multiple settings. They pick up with newly hired nurses where their formal orientation ends. Mentoring programs help these nurses to become life-long learners advancing in their profession, and continuing to grow within their facility. Thus improving nurse retention.
Notes
References: Lambert, K., Sanders Dorris, D., & Williams, A. (2024). The effects of structured mentorship and onboarding of Novice Nursing Faculty. Journal of Nursing Education, 63(6), 405–408.
Ward-Smith, P., Peacock, A., Pilbeam, S., & Porter, V. (2022). Retention outcomes when a structured mentoring program is provided as part of new graduate orientation. Journal for Nurses in Professional Development, 39(4).
Sigma Membership
Non-member
Type
Presentation
Format Type
Text-based Document
Study Design/Type
N/A
Research Approach
N/A
Keywords:
Mentoring and Coaching, Transition to Practice, Onboarding, Curriculum Development
Recommended Citation
Cudia, Gail and Boyce, Stephen, "Use of Structured Mentoring with Nurse Residents to Improve Staff Retention and Professional Growth" (2025). Creating Healthy Work Environments (CHWE). 63.
https://www.sigmarepository.org/chwe/2025/presentations_2025/63
Conference Name
Creating Healthy Work Environments
Conference Host
Sigma Theta Tau International
Conference Location
Phoenix, Arizona, USA
Conference Year
2025
Rights Holder
All rights reserved by the author(s) and/or publisher(s) listed in this item record unless relinquished in whole or part by a rights notation or a Creative Commons License present in this item record.
Review Type
Abstract Review Only: Reviewed by Event Host
Acquisition
Proxy-submission
Use of Structured Mentoring with Nurse Residents to Improve Staff Retention and Professional Growth
Phoenix, Arizona, USA
Background
Nurses in residency programs participate in orientations that pair them with preceptors. The preceptors are experienced peers based on the units for which the residents are hired. Those encouraging and supportive relationships serve to onboard the nurse residents clinically, operationally, and socially. However, what do we provide for these nurses to encourage and support them professionally beyond the orientation? The term “mentor” was used loosely at our facility for several years. A structured program did not exist; no intentional pairing of mentor/mentee, no official documenting, nor mentor training.
Purpose
The purpose of the mentoring program is to provide extended support beyond the orientation period that guides the mentees as they grow professionally, and reduces the turnover rate of these newer nurses. The program tracks the nurse residents 1 and 3 year retention rates. Professional involvement in committees, a professional advancement program, and return to school are also tracked. Additionally, evaluation of program quality is performed.
Interventions
Mentees are intentionally paired with mentors using intake forms. The volunteer mentors are recruited from throughout the facility. They complete a self-evaluation to measure personality traits crucial to an effective mentoring relationship. They are provided training, and have the program reviewed with them. Mentees complete a “Professional Goals” form, with details for short and long term goals. Mentors evaluate those goals with a template. Discussion regarding goals, and constructing plans to work towards them are the focus of their meetings. Pairs are requested to last for 12 months. They are required to meet in-person 4 times per year, which is facilitated by “socials”. They are requested to meet monthly, with meetings taking place over text, call, email, or in-person. Logs are maintained by the mentor, with brief notes on goal/topic discussed and actions taken.
Implications
Structured mentoring programs can be replicated in multiple settings. They pick up with newly hired nurses where their formal orientation ends. Mentoring programs help these nurses to become life-long learners advancing in their profession, and continuing to grow within their facility. Thus improving nurse retention.
Description
A structured mentoring program for nurse residents bridges the gap between formal orientation, and developing into a professional nurse. Intentional pairing of mentors and mentees helps to ensure these relationships are positive experiences. Structure and guidance ensure that the experience is productive. Implementation of a robustly structured program improves nurse retention. This facility added a structured mentoring program for their nurse residents to prove just that.