Can hospitals measure the performance of nursing new-hire orientation programs?

In an earlier post, I discussed the idea that the nursing new-hire orientation activity can be viewed as a process. A process has been defined as a set of activities and tasks that, once completed, will accomplish an organizational goal. The orientation of new hire nurses surely fits this definition. Processes have one or more … Continue reading Can hospitals measure the performance of nursing new-hire orientation programs?

Preceptor as Coach

"Professional nurse coaching can be defined as a purposeful, results-oriented, relationship-centered interaction with clients for the purpose of promoting goal achievement" (Dossey). The critical role of Nurse coaching in practice is increasingly recognized, and in 2013, the American Holistic Nurses Credentialing Corporation began a nationally recognized Nurse Coaching Certification program. Today, there are many formally … Continue reading Preceptor as Coach

Can nursing orientation costs be managed? Should they be?

Orientation for new-hire RNs in hospitals is costly. In an article in the journal of nursing economics, the average (16 weeks) unit-based orientation cost was estimated at $41, 624 – and this was published back in 2007. Let’s update this a little using more recent salary related costs; according to KPMG’s 2011 U.S. Hospital Nursing … Continue reading Can nursing orientation costs be managed? Should they be?

What does the evidence say about nursing orientations?

Recently we conducted a review of current published articles (2015-2017) to evaluate evidence and recommendations for Transition into Practice programs including orientation and residency models. The evidence is clear in a number of areas:   New graduate RN retention in the first year of employment is a challenge for hospitals, ranging from a low of … Continue reading What does the evidence say about nursing orientations?

The importance of well-being in nursing practice

Why is well-being important? Reality shock for nurses is a problem that shows no signs of going away. Self-care is so vital for new hire nurses, but it is also important that hospitals support reflective learning practices that support well-being. Because around 25% of new nurses leave nursing during their first year of practice, hospitals … Continue reading The importance of well-being in nursing practice

A better nursing orientation: Transition to practice

The National Council of State Boards of Nursing’s study of the transition of new graduate nurses confirmed what many hospitals already knew: There is a disconnect between education and real life experience in a hospital. The Problem The Impact New nurses care for sicker patients in increasingly complex health settings. New nurses report more negative … Continue reading A better nursing orientation: Transition to practice

The Preceptorship Support Platform Explained

The Preceptorship Support Platform is an online tool built to support nursing orientation programs by providing a paperless solution for documentation and process management. Each feature of the program has a specific purpose, and the platform was built in collaboration with nurses to incorporate best practices (like those laid out in this article from American … Continue reading The Preceptorship Support Platform Explained

The 6 elements of a successful preceptorship

Preceptorships are a vital part of the nursing orientation process. While preceptees should always take responsibility for their own learning, there are a few things preceptors can do to help their new nurses succeed. Building a relationship Because the success of nursing preceptorships relies on the successful partnership of preceptors and preceptees, establishing a trusting … Continue reading The 6 elements of a successful preceptorship