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Recommended Citation
Gawaluch D, Wenstrom C, Rothbart K, Storto S. Nurse Mentorship Auto-Enrollment: Promoting a Healthy Work Environment by Improving Participation and Retention. Professional Development podium presentation at Transforming Practice: The Intersection of Technology and Nursing Excellence; Advocate Health Nursing Research and Professional Development Conference 2025; November 12, 2025; Virtual.
Presentation Notes
Professional Development podium presentation at Transforming Practice: The Intersection of Technology and Nursing Excellence; Advocate Health Nursing Research and Professional Development Conference 2025; November 12, 2025; Virtual.
Abstract
Background
Nurse retention remains a top priority within healthcare. Novice nurses report increased stress, poor time management, and lack of confidence in skills. Formal nurse mentorship programs demonstrate success in improving early experiences for novice nurses by fostering professional development and promoting a healthy work environment for both mentors and mentees.
Purpose
Newly hired nurses entering a specialty field need additional support after orientation. Concerned with the increased risk of burnout, a critical care team recognized the need for nursing mentorship as a method to engage the professional development of nursing staff to improve nurse retention.
Method
A pilot program in the critical care department was initiated utilizing an auto-enrollment process to increase participation. Nurses were automatically enrolled into a formal mentorship program after completing a new graduate nurse residency or unit orientation. Granting mentees the opportunity to offer input in mentor pairing created a culture of inclusivity, positively impacting practice and personal satisfaction. Monthly reports were assessed at scheduled intervals to monitor program progression.
Results
Within 3 months, the department enrolled 100% of newly licensed nurses into the program, increasing participation from zero to 15 paired matches. First-year nursing turnover in critical care decreased from 16.71% to 10.69%. Overall nursing turnover in the department decreased from 15.24% to 10.65%, exceeding target expectations. Survey findings indicated a positive experience and a desire to implement auto-enrollment into the mentorship program across all departments.
Conclusions/Implications for Practice
Using the auto-enrollment practice, the pilot expanded to include two additional departments, before launching across all hospital inpatient and emergency departments. The total cost of participation in the program is estimated at $371 per mentor/mentee pair. Compared to the estimated cost of nurse turnover at $40,000 - $100,000 per nurse, the potential for a high impact return on investment across the healthcare organization motivates the sustainment of the mentorship program auto-enrollment practice.
Document Type
Oral/Podium Presentation
Publication Date
11-12-2025
Nurse Mentorship Auto-Enrollment: Promoting a Healthy Work Environment by Improving Participation and Retention
Background
Nurse retention remains a top priority within healthcare. Novice nurses report increased stress, poor time management, and lack of confidence in skills. Formal nurse mentorship programs demonstrate success in improving early experiences for novice nurses by fostering professional development and promoting a healthy work environment for both mentors and mentees.
Purpose
Newly hired nurses entering a specialty field need additional support after orientation. Concerned with the increased risk of burnout, a critical care team recognized the need for nursing mentorship as a method to engage the professional development of nursing staff to improve nurse retention.
Method
A pilot program in the critical care department was initiated utilizing an auto-enrollment process to increase participation. Nurses were automatically enrolled into a formal mentorship program after completing a new graduate nurse residency or unit orientation. Granting mentees the opportunity to offer input in mentor pairing created a culture of inclusivity, positively impacting practice and personal satisfaction. Monthly reports were assessed at scheduled intervals to monitor program progression.
Results
Within 3 months, the department enrolled 100% of newly licensed nurses into the program, increasing participation from zero to 15 paired matches. First-year nursing turnover in critical care decreased from 16.71% to 10.69%. Overall nursing turnover in the department decreased from 15.24% to 10.65%, exceeding target expectations. Survey findings indicated a positive experience and a desire to implement auto-enrollment into the mentorship program across all departments.
Conclusions/Implications for Practice
Using the auto-enrollment practice, the pilot expanded to include two additional departments, before launching across all hospital inpatient and emergency departments. The total cost of participation in the program is estimated at $371 per mentor/mentee pair. Compared to the estimated cost of nurse turnover at $40,000 - $100,000 per nurse, the potential for a high impact return on investment across the healthcare organization motivates the sustainment of the mentorship program auto-enrollment practice.
Affiliations
Condell Medical Center