Abstract
This study aimed to evaluate a mentoring programme embedded in a work-based personal resilience enhancement intervention for forensic nurses. This qualitative study formed part of a wider mixed-methods study that aimed to implement and evaluate the intervention. Twenty-four semistructured interviews were carried out with forensic nurse mentees and senior nurse mentors; these explored their experiences of the mentoring programme and any benefits and challenges involved in constructing and maintaining a mentor-mentee relationship. Qualitative data were analysed thematically using the Framework Method. Four key themes relating to the initiation and maintenance of mentor-mentee relationships were identified: finding time and space to arrange mentoring sessions; building rapport and developing the relationship; setting expectations of the mentoring relationship and the commitment required; and the impact of the mentoring relationship for both mentees and mentors. Study findings highlight the benefits of senior nurses mentoring junior staff and provide evidence to support the integration of mentoring programmes within wider work-based resilience enhancement interventions. Effective mentoring can lead to the expansion of professional networks, career development opportunities, increased confidence and competence at problem-solving, and higher levels of resilience, well-being, and self-confidence.
Highlights
The changing, and often challenging, healthcare needs of growing and ageing populations, alongside fast-paced changes to the structure and provision of care, have resulted in increased pressures on health services internationally (Black 2013, Burmeister et al 2019, Goyen & Debatin 2009, National Health Service (NHS) 2014, Wanless 2002)
The United Kingdom (UK), a recent report on National Health Service (NHS) staffing trends highlighted a number of key areas of concern including high levels of staff attrition; decreased applications and retention rates within preregistration nurse training programmes; pressure on international recruitment strategies; worsening staff retention; increased reliance on agency staff; and a lack of investment in ongoing staff training and development (Buchan et al 2019)
Despite mental health being identified as a strategic priority for the NHS, the number of mental health nurses rose less than 0.5% between 2017 and 2018, with a reported drop of 2.6% in areas outside of community mental health (Buchan et al 2019)
Summary
The changing, and often challenging, healthcare needs of growing and ageing populations, alongside fast-paced changes to the structure and provision of care, have resulted in increased pressures on health services internationally (Black 2013, Burmeister et al 2019, Goyen & Debatin 2009, NHS 2014, Wanless 2002). The United Kingdom (UK), a recent report on National Health Service (NHS) staffing trends highlighted a number of key areas of concern including high levels of staff attrition; decreased applications and retention rates within preregistration nurse training programmes; pressure on international recruitment strategies; worsening staff retention; increased reliance on agency staff; and a lack of investment in ongoing staff training and development (Buchan et al 2019). A recent review of the effectiveness and application of nursing mentorship programmes found them to be beneficial, with positive impacts on job satisfaction, professional competencies, and staff turnover rates (Zhang et al 2016). The professional support, guidance, and nurturing offered by a successful mentoring relationship have been identified as one of the most important forms of protection against workplace adversity, helping to combat work-related stress, increase job satisfaction, increase a sense of belonging and purpose, and improve patient care (McDonald et al 2016). The development and implementation of successful mentorship programmes have positive, widespread implications for nurse managers and health services
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