Improving Clinical Retention Rates
The mentorship program began in 2012 when Pat McBride, Vice President of Clinical and Compliance, was working to address CLC’s dismal 49% clinical retention rate. CLC now enjoys an 87% overall clinical retention rate with the program’s implementation.
“We created a replicable program complete with training materials, leadership tools, best practices, and policies. But, more than that, we really work to help community leaders understand that the key to clinical workforce retention is how we welcome new team members. Central to its success is creating a “best friend” or mentor at work that is active through at least the first full year of employment,” shared McBride.
How the Clinical Mentorship Program Works
The program model begins with a mentor recruitment and screening effort, training, and incentive program. Newly trained mentors are matched with new hire “mentees” who will receive support from their mentor for an entire year. The mentor/mentee relationship covers training topics. Still, the real magic happens in providing a listening ear and a shoulder to lean on when the job may feel overwhelming.
Over the years, Nathalie Knopp, CLC’s Director of Clinical Staff Development, has seen first-hand the difference the program makes. “We believe caring for older adults is sacred work, but it can also be taxing work emotionally, physically, and mentally,” shares Knopp. “So having someone who is specially trained in adult learning and healthcare worker emotional support best practices is a game changer when it comes to retaining the best talent in a very competitive labor market.”