Mentoring for Aged Care Workforce: Boosting Retention and Resilience

Mentoring and leadershipAged care reformWorkforce Strategy
Written By Samantha Bowen

In Australia's aged care sector, mentoring is not a ‘nice to have’ but a critical component of workforce infrastructure. At Hyphae Network, we’ve seen this firsthand in large-scale mentoring programs where over 90% of mentors returned each year, and in aged care pilots that directly improved staff retention and leadership pathways. These lived results show mentoring works not only in theory, but in practice through successful mentoring programs.

The importance of mentoring in aged care

Mentoring supports professional growth and fosters positive workplace environments. In our programs across aged care and health, participants consistently reported higher job satisfaction and stronger confidence in leadership roles. Many also progressed into new career opportunities, demonstrating that mentoring not only retains staff but accelerates capability development across the workforce. The success of these programs reflects their engagement structure and ongoing support.

What most organisations miss

Too many programs fizzle after six months when treated as an HR ‘add-on.’ In contrast, structured matching, onboarding, and evaluation have consistently kept satisfaction above 85% and built momentum across multiple years. Successful mentorship programs thrive on tailored mentor-mentee pairings and effective mentoring style.

The difference is treating mentoring as workforce infrastructure, not a side project.

Implementing effective mentoring programs

1. Define clear objectives

Programs should align with organisational goals, enhancing leadership skills and project management capabilities.

2. Match mentors and mentees thoughtfully

Creating beneficial pairings based on expertise, communication style, and interests is vital. The right mentor-mentee pairing ensures individual needs are met.

3. Provide comprehensive training

Both mentors and mentees need training to understand their roles and develop communication strategies. Mentorship training is crucial for a high-quality mentoring program.

4. Foster an inclusive environment

Encouraging diverse participation ensures all voices are heard and respected.

Reform context

The industry faces workforce shortages and evolving policies like Support at Home. Aligning mentoring programs with these reforms demonstrates sector awareness and responsiveness, making it a successful mentoring program approach

Policy context

These national priorities aren’t abstract. Through Hyphae’s work, we’ve delivered exactly what the Aged Care Workforce Taskforce and Royal Commission called for:

  • Leadership pathways,

  • Career scaffolds, and

  • Practical supports that stop good people leaving aged care.

The Aged Care Workforce Strategy Taskforce (2018) identified leadership pathways, career development, and workforce retention as critical gaps, while the Royal Commission into Aged Care Quality and Safety (2021) reinforced the urgent need for capability uplift and continuous learning to address turnover and burnout. The Aged Care Workforce Action Plan: 2022–2025 provides a structured roadmap to grow, skill, and enable the workforce, emphasising retention and career development. Looking ahead, the Support at Home reforms will require a workforce that is resilient, adaptable, and equipped for consumer-centred care.

Beyond aged care, the Draft National Care and Support Economy Strategy (2023) recognises that leadership development, career pathways, and retention are challenges across the wider care and support sectors, positioning mentoring as a lever for system-wide workforce sustainability.

Together, these strategies confirm what we see in practice, mentoring is not a “nice to have” but a proven workforce infrastructure that directly addresses Australia’s most pressing aged care workforce priorities.

Building connections for resilience

Participants in past mentoring cohorts told us the relationships they built were the reason they stayed in the sector during peak workforce pressure. That sense of belonging translates directly into resilience and retention. That’s outcomes money alone can’t buy. Mentoring creates a supportive network, enhancing resilience and job satisfaction in a demanding sector.

At Hyphae, we prioritise continuous learning in ways that keep professionals current with best practices and innovation, without adding extra administrative burden for your internal teams.

Retention through supportive mentoring

1. Create opportunities for feedback and reflection

Regular feedback and reflection within mentoring relationships promote growth and adaptation.

2. Recognise and reward achievements

Celebrating successes reinforces the value of development, sustaining motivation and engagement.

3. Promote career advancement

By identifying and nurturing potential, organisations can cultivate future leaders in aged care.

Conclusion

Mentoring isn’t theory. It’s a proven way to strengthen resilience and retention.

If your organisation is preparing for reforms like Support at Home or continuing the implementation of Strengthened Standards projects, now is the time to act. Download our Mentoring Impact Report for a five-year snapshot, or reach out to explore how Hyphae can help design a mentoring model that lasts.

Hyphae Network: Mentoring Impact Report >> https://www.hyphaenetwork.com/s/Hyphae_2017-2021-Impact-Reportpdf-n7bt.pdf

References

Samantha Bowen