Peer Mentor Program

The demand for nurses outpaces the supply, and the focus on retention is more; important than ever. Nursing Solutions found that in 2022, the turnover rate for staff Registered; Nurses (RNs) increased from 18.7% to 27.1%. First year turnover continues to surpass all other; tenure groups; approximately one-third (31.7%) of all new hires left within a year. Poor retention; of qualified nurses is affecting the quality of patient care and placing a financial burden on the; healthcare industry. In 2022, the annual average cost of turnover was $7.11 million (NSI; Nursing Solutions). Mentoring is crucial to the adaptation of new graduate nurses into the; clinical workplace. Implementing a peer mentor program would improve employee satisfaction; and increase retention rates, thereby decreasing the long-term expenses for the University of; Utah Health. A thorough literature review of qualitative and quantitative research studies; showed that the implementation of a peer mentor program improves staff retention rates.; Nursing peer mentor programs ease the transition into practice by decreasing stress and; developing positive self-esteem and building confidence in over 90% of mentees (Beecroft et; al., 2006). Forty new graduate nurses who participated in a peer mentor program indicated a; higher level of satisfaction and a 29% retention increase (Almada et al., 2004). The research; agrees that mentors are essential the University of Utah Health should implement a mentorship; program for new graduate nurses to improve employee satisfaction and in successfully; advancing professional competencies in new graduate nurses. Moving forward, the University of; Utah Health should implement a mentorship program for new graduate nurses to improve; employee satisfaction and increase employee retention.