Abstract

To increase retention of nurses and ease the nursing shortage, innovative mentorship strategies must be implemented. Our rapid review shows that mentorship programs in hospitals for early-, mid- and late-career nurses is an effective way to improve nurse retention. The unique needs of internationally educated nurses must also be considered in these programs to bolster the Canadian nursing workforce supply. We highlight five tools that are critical to the successful implementation of nurse mentorship programs in hospitals: (1) establish reciprocal relationships between mentors, mentees, hospital administrators and leaders; (2) facilitate administrative structures, resources and support for mentors and mentees; (3) enable effective features of mentorship programs; (4) ensure that mentorship promotes professional and personal development; and (5) support internationally educated nurses through mentorship.