Purpose: The purpose of this evidence-based, quality improvement project was to develop and implement a mentor training program for Registered Nurses who mentor new graduate registered nurses. The goal of the training was to foster a sense of belongingness among new graduate registered nurses in an acute care hospital. Background: New graduate registered nurse (NGRN) turnover is a critical issue for hospitals, as 35-60% of these nurses quit their jobs during the first year of employment. The use of mentors can help to ease NGRN transition to practice concerns and may help retain NGRNs during the first year of employment. Methods: A one-hour mentor training class was developed and offered to mentors. After training, mentors were matched with a NGRN employed in a different work unit who had a similar work shift and schedule. As part of this program, mentor-NGRN pairs met on a monthly basis. New graduate registered nurses’ perceptions of belongingness were measured before and three months after beginning the program using a modified version of the Belongingness Scale-Clinical Placement Experience survey (Levett-Jones, Lathlean, Higgins, & McMillian, 2008). Results: There were no differences in mean scores on the Belongingness Scale-Clinical Placement Experience survey as reported by NGRNs at pre-implementation and three-month post-implementation of the mentor training program. Also, the six-month NGRN turnover rate, for participants in this project was 9.37%, which is 3.83% higher than the same time in the previous year’s cohort. Conclusion: While the literature suggests that mentors can be an effective strategy for nurturing NGRNs during their early employment period, the findings of this project did not indicate that the training and assignment of mentors improved NGRNs’ sense of belongingness. Several limitations were noted in this study including a small sample size and a short time frame for evaluation. Nonetheless, these findings provide some insights into a NGRN mentor program that might help others.