Mentoring Software that Supports, Develops & Retains Your Hospital’s Team
Boost retention, drive inclusivity, and support leadership across your clinical and non-clinical teams.
What Mentorship Can Do for You
Clinical Excellence
- Achieve and Maintain Magnet Status
- Reduce Nurse Turnover and Retention Costs
- Enhance Patient Care Through Staff Engagement
Inclusive Culture
- Support Career Pathways and Professional Growth
- Foster DEI and Build an Inclusive Culture
- Tailored Programs for High-Potential and Executive Staff
Mentoring for Clinical Excellence
40%
Reduction in Nurse Turnover
Magnet®
Meet Requirements for Magnet® Status
4.8X
Mentee Relationship Satisfaction
Nurturing Nursing Excellence
Hospitals like Advocate Aurora Health support multiple mentoring programs as part of their strategy. These programs focus on different audiences and goals, such as:
- Onboarding Clinical Leaders
- Developing Underrepresented Leaders
- Providing Professional Development
- Supporting DEI Efforts
We’re really proud that the Navigate Mentoring program has done some amazing things. Adding that mentoring component has really helped with that goal of retaining folks and also being able to promote folks.
Jennifer Pecor, Executive Center Manager, Advocate Aurora Health
The Magnet® Recognition Program designates organizations worldwide where nursing leaders successfully align their nursing strategic goals to improve the organization’s patient outcomes. The Magnet® Recognition Program provides a roadmap to nursing excellence, which benefits the whole of an organization.
Magnet® Status
Hospitals use mentoring programs, like Clinical Leader Onboarding, to meet Magnet requirements, reduce turnover, and improve care quality.
Several mentoring programs directly support their successful attainment of Magnet status, including the Professional Nurse Mentoring Program and the Clinical Leader Onboarding Program.
How Fresenius Developed Nurses & Boosted Retention
“People are able to connect across departments and be able to share best practices, connecting [new] with [experienced] nurses that have done it and have been very successful at it has really made them a lot more successful. And they stay with us because of that. Not only do they flourish in their own role, but they develop this relationship that goes well beyond the year of mentorship.”
-Sandra Cipriani, Fresenius Medical Care
Advocate Aurora Health | Professional Nurse Mentoring Program Results:
2019
Started In
2,020
Mentoring Hours
4.5
RELATIONSHIP SATISFACTION FOR MENTORS
4.8
RELATIONSHIP SATISFACTION FOR MENTEES
How St. Luke’s Health System Builds Nursing Career Paths
St. Luke’s Health System is creating a clear career path for nurses through structured mentoring programs. Watch how mentorship is driving growth, retention, and success for their nursing teams.
Mentoring for Inclusive Culture
5.2 Million
Million in retention savings
82%
Retention among participants
97%
Participant satisfaction
Fostering Leadership and Inclusion
Hospitals like St. Luke’s Healthcare System support multiple mentoring programs as part of their strategy for non-clinical staff. These programs focus on building leadership skills, enhancing diversity, and creating a culture of engagement across different roles and goals, such as:
- Developing Emerging Leaders
- Supporting DEI Initiatives and Inclusive Culture
- Enhancing Professional Development for High-Potential Staff
- Strengthening Collaboration Across Departments
Cardinal Health employees are often most interested in career management, leadership development, and business acumen. MentorcliQ helped us to identify and address each of those learning areas.
Susan Moss, Sr. Leadership Development
Leadership Development and Global Impact
Cardinal Health’s mentoring strategy began in 2014 when Susan Moss, a program manager in leadership development, partnered with MentorcliQ to create a framework that supported their growing business. The initial program, involving 27 groups of 5-6 participants, showed strong results in retention and engagement—leading to significant cost savings.
Building on this success, Cardinal Health expanded to nine enterprise-wide programs in 2015, focusing on leadership development, diversity and inclusion, and career growth across departments. By 2021, the program had grown globally to support 2,500 participants with 80,000 mentoring hours annually, reinforcing Cardinal Health’s commitment to developing a skilled, engaged workforce worldwide.
Leadership Onboarding with St. Luke’s Health System
Cardinal Health | Mentoring Results:
2.5K
Participants
97%
Participant Satisfaction
20+
Programs Globally
ATD Excellence in Practice 2015
Brandon Hall Best Advance in Coaching and Mentoring 2018
Bridging the Gap: Reverse Mentoring in Action with Advocate Aurora Health
Leaders at Aurora Healthcare are closing the gap with staff through Reverse Mentoring. Hear it from the source how their program fosters connection, understanding, and a thriving workforce
Advocate Aurora Health | NAVIGATE Mentoring Program Results:
900
Community residents have participated
4,578
Mentoring Hours
50%
of community participants have secured employment in healthcare
84%
of mentees identify as people of color
- Mentees are community members who want to pursue a career in healthcare
- Mentors are Advocate Aurora Health employees
