An Evidence-Based Initiative to Reduce New Graduate Nurse Turnover: Implementation of a Mentorship Program.

Background: On average, about 17% of new graduate registered nurses (NGN) leave within the first year of employment, leading to high turnover costs. A mentorship program can improve NGN retention and positively impact patient care. A significant opportunity exists for healthcare organizations to protect the investment of NGN.

Aim: To implement an evidence-based mentorship program to improve NGN retention.

Implementation: A 3-month mentorship program was implemented at a Magnet-designated Midwest 1300-bed integrated community-based healthcare center. Twenty matched pairs participated in the program, which was guided by the American Medical-Surgical Nurses Mentorship Program.

Outcomes: Data included results from 18 mentor-to-mentee pairs that completed the 3-month program. Post-implementation confidence/competency scores showed a slight increase from baseline. Intent to stay and job satisfaction scores were moderately high post-implementation. The average program satisfaction score for both groups was 69.5%. The cost of the program was about $4000. All mentees remained employed 3 months post-implementation, which resulted in the organization avoiding a turnover loss of approximately $480,000.

Linking Evidence To Practice: An evidence-based practice approach was used to address NGN turnover at a midwestern healthcare center. The initiative retained the first cohort of NGN while showing an organizational return on investment. Implementation of a 3-month mentorship program is cost-effective and can impact NGN retention and turnover.