From late 2024 to early 2025, the general medical-surgery team experienced frequent turnover among new nurses. While the unit maintained a strong core of experienced staff, many new graduates reported feeling overwhelmed, uncertain and isolated during their first months at the bedside. It became evident that a structured, reliable method of support beyond formal orientation was needed. To address this, the Mentorship Program was developed.
The six-month Mentorship Program was designed to ensure that no new nurse feels alone during the transition to practice. Each new nurse is paired with a volunteer mentor. The mentors have at least one year of experience on the unit and hold an RN2 or RN3 designation. Mentors and mentees then meet monthly for 30 to 60 minutes to discuss progress, challenges and goals in a confidential, supportive environment. A toolkit was created to guide these conversations, including the following:
- Conversation prompts and SMART-goal templates
- Resources on effective listening
- Defined expectations for mentors and mentees
- A monthly checklist and documentation system to track participation
Since its launch in February 2025, seven new graduate nurses have completed the program with a 100 percent retention rate. Feedback has been overwhelmingly positive with, mentees reporting increased confidence and a sense of connection, while mentors note improved communication skills and stronger team relationships. The program has enhanced unit culture by fostering psychological safety, collaboration and a sense of belonging.
What began as an effort to strengthen support for new nurses has become a cornerstone of the unit’s culture. The Mentorship Program reflects a commitment to developing nurses, investing in their success and creating an environment where every team member feels valued and equipped to thrive.