Mentoring in Nursing
Benefits of Mentoring in Nursing
Kerri Wiggins
Wilmington University
Benefits of Mentoring in Nursing Nursing is an evolving profession with an aging work force. Newer nurses are entering a challenging and, at times, thankless profession. The need to train new staff in order to promote desired entry into the profession and increase retention in the field and workplace is dire. The adage that nurses eat their young is a common well-known phrase. It is unlikely in today’s world, where career choices are vast, that pressure and verbal abuse will yield a professional nurse who will be engaged and committed. This type of training does not benefit the new nurse or the experienced nurse attempting a new role. Nor, does it behoove the patient who, ultimately, is to be championed by the nurse. In the terms of the employers, staff attrition is costly, creating the need for the additional dollars to be spent on recruitment and orientation (Greene and Puetzer, 2002, p. 68). Low morale and burnout are a consequence of attrition rates, as well. The purpose of this paper is to explore such needs for mentoring in the nursing profession, the role of the mentor, and the benefits of mentoring. Inability to retain nursing staff has a devastating impact on the profession and employers. According to Bally (2007, p. 143) “nurses are leaving professional nursing practice due to feelings of stress, inadequacy, anxiety, oppression, and disempowerment”. Nurses are the frontline of patient care and steps must be taken to safeguard effective health care and produce positive patient outcomes. Higher patient acuity, heavier workloads, low morale, and reduced resources could lead to risking positive patient health outcomes (Bally, 2007). If colleagues are not able to extract support and inspiration from each other then nurses are at risk for feeling apathetic toward their professions. A basic premise in nursing that enriches our profession is that of a shared responsibility
Kerri Wiggins
Wilmington University
Benefits of Mentoring in Nursing Nursing is an evolving profession with an aging work force. Newer nurses are entering a challenging and, at times, thankless profession. The need to train new staff in order to promote desired entry into the profession and increase retention in the field and workplace is dire. The adage that nurses eat their young is a common well-known phrase. It is unlikely in today’s world, where career choices are vast, that pressure and verbal abuse will yield a professional nurse who will be engaged and committed. This type of training does not benefit the new nurse or the experienced nurse attempting a new role. Nor, does it behoove the patient who, ultimately, is to be championed by the nurse. In the terms of the employers, staff attrition is costly, creating the need for the additional dollars to be spent on recruitment and orientation (Greene and Puetzer, 2002, p. 68). Low morale and burnout are a consequence of attrition rates, as well. The purpose of this paper is to explore such needs for mentoring in the nursing profession, the role of the mentor, and the benefits of mentoring. Inability to retain nursing staff has a devastating impact on the profession and employers. According to Bally (2007, p. 143) “nurses are leaving professional nursing practice due to feelings of stress, inadequacy, anxiety, oppression, and disempowerment”. Nurses are the frontline of patient care and steps must be taken to safeguard effective health care and produce positive patient outcomes. Higher patient acuity, heavier workloads, low morale, and reduced resources could lead to risking positive patient health outcomes (Bally, 2007). If colleagues are not able to extract support and inspiration from each other then nurses are at risk for feeling apathetic toward their professions. A basic premise in nursing that enriches our profession is that of a shared responsibility
References: Bally, J. M. G. (2007). The role of nursing leadership in creating a mentoring culture in acute care environments. Nurse Econ, 25(3), 143-148. Bastable, S., Gramet, P., Jacobs, K., & Sopczyk, D. (2011).Health professional as educator, principles of teaching and learning. Sudbary, MA: Jones & Bartlett Publishers. Blais, K. K., & Hayes, J. S. (2011). Professional nursing practice: Concepts and perspectives. (6th ed.). Upper Saddle River, NJ: Pearson. Cullen, L., & Titler, M. (2004). Promoting evidence-based practice: An internship for staff nurses. Worldviews on evidence-based nursing. doi: 10.1111/j.1524-475X.2004.04027x Greene, M. T., Puetzer, M. (2002). The value of mentoring: A strategic approach to retention and recruitment. Journal of Nursing Care Quality, 17(1), 67-74.