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Peer Mentoring In Healthcare

Peer Mentoring in Healthcare

Positions in healthcare are one of the fastest-growing occupations, according to the U.S. Bureau of Labor Statistics (BLS). Over the past several years, hospitals and providers have already begun to feel this pressure as they struggle to fill key clinical and administrative positions. Though providers have felt some relief in the last year as economic growth has slowed, high rates of vacancies will most likely return when the economy strengthens and the job market again tightens.  

Though the slow economy has temporarily reduced high vacancy rates, care coordination programs remain a strong concern with the constant turnover of clinical staff. Turnover rates of 60 to 100 percent are unacceptable—because such high rates of turnover destabilize any provider’s ability to ensure high-quality services (BLS). Additionally, rapid staff turnover places undue stress on those clinical care employees who stay, creating a downward cycle of turnover and a culture of instability. Today, employers not only need to find employees, but focus on employee retention as a major strategic initiative.  

One of the primary reasons that clinical employees leave their jobs is because of feelings of isolation. Vested employees often have tight networks that exclude new employees whom they don’t yet know or trust.   By providing each new employee with a mentor, or buddy, who can answer questions and offer support, organizations can break down communication barriers between new and incumbent employees, decreasing the isolation and loneliness that often undermines new employees. Clinical care employees also leave their jobs because they feel inadequately prepared for the realities of clinical work. Employees often indicate that training is not adequate, is outdated, and is not based on real life situations (Shortell & Kaluzny).   Mentors can ease the transition from the training environment to the work environment, by assisting new employee with problem...