Mentorship Programs

A new employee, especially those new to the health services field, may find the rigors of caring for aging adults a difficult task. The long hours and sometimes difficult tasks can take a toll. It may be hard to acclimate to their new career. Having a mentor to turn to and guide them can be a life line that keeps them connected to the organization and increases the likelihood of retention.

Mentorship programs are designed to connect new employees with seasoned veterans of your staff. Mentors provide a person to help guide them in learning workplace culture and bridging the gap in building new friendships with existing staff. Creating a mentorship program that focuses on long-term mentorship relationships and training future mentors is key.

Here are some suggestions for building a successful mentorship program:

• Mentors should be seasoned employees who are well connected to the mission of your organization.
• Make sure all mentors have some level of training on how best to connect and guide their mentees.
• Mentors should be introduced the first day of orientation. Mentors can be a way to help with training and expectations of duties.
• Provide resources to mentors to take mentees out to lunch or coffee from time to time.
• Ask the mentor for a commitment of several months of required mentorship.
• Schedule the mentor and mentee on similar shifts for the first few weeks of employment.
• Create financial incentives or recognition for outstanding mentor/mentee relationships.

For additional information regarding mentorship programs, please click one of the following links:

• The Leaders Within: Providers Make the Most of Talent Already in the Fold
• Orientation for Training and Retention
• Geriatric Master Mentor Program
• New Employee Orientation Nursing Onboarding Technique
• New Employee Onboard Guide from Society for Human Resource Management