The best mentoring provides more than just emotional support. Effective mentors guide new nurses through career progression and model how to be good nurses. These mentors are well versed on any number of career challenges and opportunities, whether it's discussing coping with nurse-to-nurse hostility or the benefits of specialty certification for long-term career growth.
If your organization doesn't have a formal program for matching nurses with mentors, start one. The process is just as fulfilling for the mentor as for the mentee and it's a good way to help experienced nurses stay engaged and committed.
4. Ensure good managers.
The old refrain says that employees don't leave organizations, they leave managers. This is especially true in nursing where many nurse managers are promoted because they have excellent clinical skills, but are left on their own to figure out everything from how to balance the unit budget to how to manage their staff.
Investing in leadership training benefits the entire organization. New nurses need managers who set clear behavioral and performance expectations, who create a healthy work environment free from bullying, and who pay attention to staff's continuing education and professional development.
The best managers are inspirational leaders who set expectations, coach, inspire, and nurture new graduates to create the best patient care environment possible. The results will be evident both in staff and patient satisfaction scores.