To address this
challenge, many nurse leaders are nurturing an encouraging culture
that helps new nurses to feel welcomed, valued, and supported
throughout their entire nursing career journeys.
An environment that supports these nurses hinges on helping
them gain confidence in their skills, offering resources to fuel
their professional growth, and providing avenues for coaching
and conversations about their daily work and future aspirations.
A well-rounded approach can positively impact the trajectory of
novice nurses’ careers.
Nurse leaders shared their challenges, experiences, and strategies
for recruiting, engaging, and retaining novice nurses during Elsevier’s
virtual roundtable, “Beat the Burnout: How to Support & Retain
Novice Nurses and their Educators”.
Included among the concerns
they are experiencing:
Ongoing staff shortages and constant recruitment due to low retention
New nurses’ limited understanding of job responsibilities and
Lack of feedback and overall dissatisfaction among new nurses
Create a sense of belonging. Novice nurses need leadership support and resources to stay, grow and excel. Most importantly, they need to feel each day that they are seen, heard, and valued in a safe and inclusive work environment. There are many ways to foster belonging. Key among them is demonstrating that diversity, equity, and inclusion (DEI) is a core organizational value. Finding out why nurses choose to enter the profession and finding ways to bring their individual creative, organizational and other skills and talents to the organization can also help new nurses feel valued.
Meghan Hirth, Market Director of Nursing Services
Put learning first. While learning starts with a robust orientation built on a foundation of evidence-based practice, it should also prioritize professional skills development such as communication, teamwork, empathy, and problem-solving. This can give new nurses a baseline to begin their integration into the professional workforce while providing important patient-facing skills.
Instill communication in your organization’s culture. A supportive environment that prioritizes communication can help improve nurse engagement and foster a sense of community while ensuring accountability. Additionally, nurse leaders can take advantage of opportunities to be relatable and supportive of their teams and show up as authentic leaders by outwardly communicating in a variety of settings. From open town halls with residents, to peer support groups for new graduate nurses, surrounding novice nurses with opportunities to have their voices heard is the best way to help them build confidence and assure them that they’re an important part of the organization.
A discussion on how nurse leaders are approaching nurse recruitment, onboarding, orientation and support
Clinical eLearning supports nurses during orientation, residency programs, professional development, and practice improvement.
Nurses seeking career changes can leverage Clinical eLearning orientation courses in several specialties,
including Critical Care, Emergency, Med/Surg, Pediatrics, Neonatal, and Home Health.
Emerging or existing nurse leaders can benefit from courses designed to strengthen their leadership
skills such as becoming a preceptor, charge nurse, NPD practitioner, or nurse manager.
Transition to Practice and Shadow Health are learning and development solutions that help ensure novice nurses are successful at the start of their careers by cultivating a safe space to develop and assess their
clinical reasoning and professional skills.
Clinical Skills allows organizations to promote consistent care by combining evidence-based skills and
procedures at the point of care with continuing education and competency management functionality.
ClinicalKey for Nursing helps nurses of all experience levels expand their knowledge and support consistent,
high quality treatment decisions by answering complex questions based on current evidence.
Complete the form for additional information on these solutions.
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