As the healthcare industry continues to grow, it’s important that newly graduated nurses receive adequate support to help them grow professionally and emotionally.
Mentorship programs have been proven to be a valuable resource for new nurses, providing them with guidance, support, and a sense of community. However, not all hospitals have invested in quality mentorship programs for their new nurses, which is why nurse managers have a crucial role to play in advocating for such programs.
3 Reasons To Advocate For 3rd-Party Mentorship
- Benefits for Newly Graduated Nurses: Studies have shown that new nurses who participate in mentorship programs are more likely to feel confident, competent, and satisfied with their jobs. They are also more likely to stay in their positions longer, reducing the high turnover rates that can be costly for hospitals. Moreover, mentorship programs provide new nurses with access to knowledgeable and experienced nurses who can offer guidance and advice on navigating complex clinical situations, improving patient outcomes, and avoiding burnout. 3rd-party mentorship provide a safe space for new nurses to express their feelings and concerns without fear of it impacting their job. This encourages greater participation and new nurses are more willing to utilize their mentor to the full capacity.
- Financial Benefits: Investing in a quality, 3rd-party mentorship program can save hospitals money in the long run. High turnover rates can be costly, as it requires time and resources to train new nurses. By providing new nurses with a supportive and nurturing environment, mentorship programs can reduce turnover rates, saving hospitals the cost of continually having to recruit and train new nurses. Additionally, mentorship programs can improve patient outcomes and lead to higher patient satisfaction scores, which can have a positive impact on the hospital’s financial performance.
- Community Benefits Mentorship: Programs can also benefit the community by improving the quality of care that patients receive. New nurses who receive adequate support and guidance are more likely to provide high-quality care, leading to better patient outcomes and increased patient satisfaction. Furthermore, mentorship programs can help to promote a positive image of the nursing profession, increasing public trust in nurses and the healthcare system.
As nurse managers, it’s important to understand the benefits of investing in quality mentorship programs for newly graduated nurses.
Not only can mentorship programs improve patient outcomes and reduce turnover rates, but they can also save hospitals money in the long run. By advocating for mentorship programs, nurse managers can help to create a supportive and nurturing environment for new nurses, fostering their professional and emotional growth and contributing to the overall success of the healthcare system.
References:
- Braden, J., & Padilla, C. (2011). New graduate nurse retention: A literature review. Journal of Nursing Education and Practice, 1(2), 69-78.
- Chaboyer, W., Chaboyer, N., & Bowers, B. (2010). Preceptor programs in nursing: An integrative review. Journal of Continuing Education in Nursing, 41(7), 325-331.
- Jefferies, D., & Whitehead, D. (2010). The value of mentorship for newly qualified nurses. Nursing Times, 106(32), 18-20.
- Ryan, K. J., & Scott, L. D. (2010). A systematic review of the effects of mentorship programs for novice nurses. Journal of Advanced Nursing, 66(1), 1-13.
- Simon, M. A. (2010). The value of mentorship in nursing. Journal of Nursing Education and Practice, 1(1), 7-14.
