Why is realizing consistent outcomes from the precepting process so hard?

Is it important to have consistent orientation/ residency training outcomes?  How can you begin to improve consistency in the clinical performance of new staff at the end of your orientation /residency programs? One answer is to consider the variability factors that are inherent in all unit-based nursing orientation programs. There is variability in the new … Continue reading Why is realizing consistent outcomes from the precepting process so hard?

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?

The Relaxation Response

The relaxation response is a physiological state of deep rest. It is the opposite of fight-or-flight. The relaxation response is associated with decreased heart rate, blood pressure, and muscle tension, and increased energy and self-control. Regular practice of the relaxation response reduces anxiety and repetitive worry patterns, increases resistance to stress, and reduces symptoms of … Continue reading The Relaxation Response

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