ArticleIncreasing Registered Nurse Retention Using Mentors in Critical Care ServicesSchroyer, Coreena C. MSN, RN; Zellers, Rebecca DNP, MSN, RN; Abraham, Sam DHA, RNAuthor Information Author Affiliations: Elkhart General Hospital, Elkhart (Ms Schroyer); and Bethel College (Drs Zellers and Abraham), Mishawaka, Indiana. The authors have no conflicts of interest. Correspondence: Sam Abraham, DHA, RN, Bethel College, 1001 Bethel Circle, Mishawaka, IN, 46545. (firstname.lastname@example.org). The Health Care Manager: 7/9 2016 - Volume 35 - Issue 3 - p 251-265 doi: 10.1097/HCM.0000000000000118 Buy Metrics Abstract Recruiting and training 1 newly hired registered nurse can cost thousands of dollars. With a high percentage of these newly hired nurses leaving their first place of employment within their first year, the financial implications may be enormous. It is imperative that health care facilities invest in recruiting and retention programs that retain high-quality nurses. Mentorship programs in retaining and easing the transition to practice for new graduate nurses, re-entry nurses, and nurses new to a specialty area are critical in nurse retention. Discussion in this study includes the effect of implementing a mentor program into the critical care services area of a 325-bed not-for-profit community hospital in northern Indiana. Based on this study, nurses with a mentor were retained at a 25% higher rate than those not mentored. Implementation of a mentor program reduced the training cost to the facility and increased retention and morale. Copyright © 2016 Wolters Kluwer Health, Inc. All rights reserved.