Novice Nurse Mentorship

I would like to create more unity and support throughout the nursing team and would like to create a mentorship program for novice nurses. What practice expectations highlight an RN’s responsibility to engage in mentorship and support novice nurses in the unit?

• RNs are accountable and accept responsibility for their own actions and decisions (1).
• RNs demonstrate effective collaborative practice, including communication, problem-solving strategies, decision-making and conflict resolution (2). Sharing these skills with novice nurses enhances their skill development and supports a trusting relationship between colleagues.
• RNs articulate the authority and scope of practice of the RN (3).
• RNs provide and support leadership in nursing for optimal coordination and provision of care (4).
• RNs contribute to health care team functioning by applying group communication theory principles and group process skills (5).
• RNs collaborate with health care providers and others to maximize health benefits to persons receiving care and with health care needs and concerns, recognizing and respecting the knowledge, skills and perspectives of all (6).
• RNs provide constructive feedback to promote professional growth of other members of the healthcare team (7).
• RNs share their knowledge and provide feedback, mentorship and guidance for the professional development of nursing students, novice nurses, other nurses and other health care providers (8).

Sometimes the RNs are reluctant to accept a formal mentorship role, even though I see evidence of these RNs informally mentoring novice staff. What can I do that might positively influence their decision to become formal mentors?

Words go a long way. Acknowledging the informal mentorship when you see it and recognizing it as a strength and asset may encourage those to consider formal mentorship programs. You can also discuss with the staff what a good mentorship program in that setting could look like and engage them in the creation of it. Consider setting up a rotation so the same RNs aren’t always tasked to the role and develop a system where an experienced mentor can mentor another RN in the mentor role itself to ensure continuous growth and evolution of the mentor role.

It may be valuable for you or a working group on the unit to research this topic. Sometimes when RNs invest time and energy to discover the benefits that have been highlighted in nursing research, then share what they have learned, there may be more commitment to the process. The benefits to mentorship have been studied, such as:

• Better client outcomes being linked to units that provide mentorship and invest in the development and support of novice nurses;
• Reciprocal relationships where both parties learn and improve their nursing practice;
• Fostering leadership skills;
• Decreasing the transition time for novice nurses who are consolidating their assessment and decision-making skills and fine-tuning their nursing judgment in the clinical setting;
• Enhancing the retention of RNs in the workforce, supporting unit stability by reducing nursing staff turnover, and can increase overall satisfaction at work; and,
• Promoting diversity within the nursing workforce of a unit/facility

CRNS Resources

CNA Code of Ethics for Registered Nurses (2017)

Registered Nurse Practice Standards (2024)

Registered Nurse Entry-Level Competencies (2024)

External Resources

CNA: How Embracing Mentorship Can Enhance the Next Generation of Health Care Leaders

Government of Canada Professional Development and Mentorship: Nursing Retention Toolkit