As hospitals across the nation work to improve retention strategies, nursing teams are challenged to implement programs that support our newest nurses and promote a positive work environment. “Growing Our Own”, a formal nurse mentor program at Sharp Mary Birch Hospital for Women is one such program. The benefits of mentoring are well documented throughout the literature. Design for this program was based on factors that are demonstrated to enhance clinical success of the new nurse, as well as provide much needed social support which is known to influence their decision to stay in the hospital setting. New graduate RNs, as well as those new to a specialty, are matched with experienced nurse mentors for their first year of employment. Their commitment consists of regular contact and includes monthly 1 hour formal mentoring meetings. Objectives for the mentor/mentee relationship include: enhance clinical skills and confidence, foster working relationships, and promote professional development. At the heart of the relationship is the mentor conveying a sincere belief in the mentee’s ability to succeed. The participants receive initial training and ongoing support from a designated unit representative as well as a Mentor Program Specialist. Quarterly support workshops are also offered to the participants as an opportunity for education, social interaction, and professional networking. What started as an evidenced based program to improve nurse retention has resulted in an enhanced culture of support that changed how new nurses are integrated into the hospital and the profession.

Outcome measures show that following the initiation of the mentor program in 2004, our new graduate turnover rate decreased from a baseline of 20% (loss of 4 of 20 nurses during first year) to 7% in 2005 (loss of 4 of 57 nurses).  Having just completed our 3^rd year, we continue to appreciate new graduate turnover rates well below national averages. Formal written evaluations, as well as anecdotal feedback from participants, have been overwhelmingly positive regarding the mentoring experience. New nurses appreciate the support they receive while experienced nurses have an opportunity for professional growth and feel empowered by contributing to their mentee’s success. Both feel the program not only supports clinical growth and confidence of new nurses, but enhances professional relationships and contributes to a more positive work environment. The program continues to grow in numbers and scope and continues to adapt and develop to support professional excellence. A current focus is developing strategies to increase physician involvement in the mentoring of our new staff, as well as expanding our efforts to include mentoring of nurses at different levels of expertise.