One of the foundational qualities of a strong healthcare professional is a commitment to growth and a willingness to engage in lifelong learning. Because of this, mentorship in healthcare has emerged as a critical component of career development and organizational success. When experienced healthcare professionals collaborate with newer staff, it creates a dynamic exchange: younger professionals gain practical knowledge and guidance, while seasoned staff refine their leadership and clinical skills. The outcome is a more capable, confident, and efficient workforce, one that directly supports healthcare workforce retention.
As veteran nurses and healthcare professionals retire, many facilities face staffing shortages that impact patient care and operational efficiency. Compounding this challenge, newer nurses and allied health professionals increasingly prioritize well-being, work-life balance, and a positive workplace culture over long-term loyalty to a single facility. This trend results in higher turnover and fewer healthcare workers remaining long enough to develop into effective mentors.
In today’s healthcare environment, where maintaining staffing levels and delivering high-quality patient care is more important than ever, mentorship plays a vital role. Facilities that invest in structured mentorship programs not only strengthen their teams but also improve employee satisfaction and retention. By fostering supportive, collaborative environments and encouraging knowledge-sharing, healthcare organizations can address gaps in experience, enhance staff morale, and directly contribute to improved healthcare workforce retention.
This article explores the factors contributing to the decline of mentorship in healthcare, why mentorship is essential for reducing turnover, and practical strategies facilities can implement to cultivate safe, healthy, and engaging mentorship programs that benefit both staff and patients.
Why Mentorship in Healthcare Is Becoming Harder to Find
Effective mentorship in healthcare doesn’t come with a simple formula for success. It requires dedication, confidence, and significant clinical experience to properly guide younger or less experienced nurses and healthcare professionals. For a mentorship program to thrive, facilities need a diverse and seasoned workforce capable of addressing both clinical skills and broader professional challenges. Experienced nurses and healthcare professionals provide guidance not only on patient care techniques but also on navigating burnout, managing stress, discussing salaries, adapting to political and regulatory changes, and planning career growth.
However, the aging nursing workforce poses a significant challenge. With nearly 19% of nurses belonging to the Baby Boomer generation, many are approaching retirement, leaving facilities with a shrinking pool of experienced professionals who can serve as mentors. According to the American Association of Colleges of Nursing, “23% of RNs working in outpatient, ambulatory, and clinical settings have retired or plan to retire over the next five years.” This wave of retirements creates a substantial gap in the availability of expert nurses who can lead mentorship initiatives, directly impacting healthcare workforce retention.
In addition to retirements, facilities are grappling with high turnover rates, which further reduces the number of nurses who remain long enough to gain the experience necessary to mentor others. The National Council of State Boards of Nursing reports that “more than 138,000 nurses have left the workforce since 2022,” and “39.9% of RNs and 41.3% of LPN/VNs reported an intent to leave the workforce or retire within the next five years.” This ongoing exodus of healthcare workers leaves facilities with a less experienced staff, making it even more difficult to maintain mentorship programs that support professional growth and knowledge transfer.
Given these challenges, it is increasingly vital for healthcare organizations to focus on cultivating a positive work environment that combats turnover. Establishing structured mentorship programs not only enhances professional development but also plays a critical role in improving healthcare workforce retention. By fostering strong relationships between seasoned staff and new hires, facilities can create a culture of learning, boost morale, and encourage long-term commitment, ensuring that staff are supported and empowered to thrive within the organization.
Benefits of Mentorship in Healthcare: Strengthening Workforce Retention
Investing in mentorship programs in healthcare is about more than helping younger healthcare workers gain confidence or develop clinical skills, it’s a strategic move that directly impacts healthcare workforce retention. Strong mentorship programs contribute to better patient outcomes, increased staff engagement, and a more cohesive, resilient workforce. By pairing experienced professionals with newer staff, facilities can foster an environment of growth, knowledge-sharing, and continuous learning.
Improved Retention for Early-Career Healthcare Workers
Retention challenges are particularly acute among newer nurses and healthcare professionals. According to the 2025 NSI National Health Care Retention & RN Staffing Report, “Over twenty-two percent (22.3%) of all newly hired RNs left within a year, with first-year turnover accounting for a third (31.9%) of all RN separations.” High turnover not only strains remaining staff but also creates gaps in care coverage, contributes to burnout, and can negatively impact patient outcomes.
By establishing structured mentorship programs early in a healthcare professional’s career, facilities can help staff feel supported, valued, and connected to their roles. Research shows the impact of mentorship on retention: in a study on nurse mentorship, 58.9% of mentees reported that their mentoring relationship positively influenced their decision to remain in the profession. Prioritizing mentorship, therefore, strengthens staff loyalty, builds a more experienced workforce, and directly supports improved healthcare workforce retention.
Fostering a Tight-Knit, Collaborative Community
Mentorship programs also help build a strong sense of community within a facility. Nurses and healthcare professionals who feel connected to their peers, leadership, and the mission of the organization are more engaged, less likely to experience burnout, and more likely to stay long-term. A collaborative environment enhances morale and fosters better patient care, as teams that communicate and trust each other work more efficiently.
Angela Benoit, CNO at Townsen Memorial Hospital, exemplifies the value of active mentorship. She prioritizes spending time on the floor, guiding both full-time and per diem staff, and sharing hands-on insights. For example, when a Vitawerks nurse faced challenges with IV placements, Angela offered encouragement and guidance. After her support, the nurse successfully managed all patients and quickly became a regular favorite at the facility. Angela emphasizes, “At the heart of me, I always stay in preceptor mode and really care about the growth of nurses and our healthcare team. Even if they don’t have it all, participating in their growth strengthens the entire workforce.”
How to Implement a Mentorship Program
Starting a mentorship program doesn’t need to be complex. Begin by identifying experienced nurses and healthcare professionals with the skills, knowledge, and willingness to mentor. Pair them with newer staff based on department, skillset, or compatible personalities, and schedule regular check-ins to ensure productive mentor-mentee relationships.
Additionally, incorporating per diem workers can expand the diversity of experience and expertise within your facility. Bringing in fresh perspectives allows for mentorship opportunities that full-time staff alone may not provide. Vitawerks’ on-demand Talent Marketplace helps facilities build a varied workforce by connecting them with credentialed nurses and healthcare professionals in the area. These professionals integrate seamlessly with existing teams, ensuring continuity of care while providing mentorship opportunities across a wider range of specialties.
By combining structured mentorship programs with flexible staffing solutions, facilities can create a more engaged, skilled, and loyal workforce. Strong mentorship not only nurtures the next generation of healthcare professionals but also significantly enhances healthcare workforce retention, leading to long-term organizational success and better patient outcomes.
