The Demand for Change: How Nurse Leaders Reframed the Nurse Orientation Process During the COVID ‘Great Resignation Era’

Dynamic duo

“…5) Preceptor Empowerment . Preceptor empowerment is a crucial pillar that grants preceptors the autonomy to shape learning experiences based on the unique needs and orientation phase of the new hire 6,9-11,16,17. Historically, MICU preceptors were assigned the most complex patients on the unit with the assumption that this would maximize the learning of the new hires.…”

“…This pillar fosters collaboration and communication among the manager, educator, preceptor, and new hire. 6,15 Through this formal discussion, feedback loops are facilitated to ensure the new hire is progressing at a pace that's both challenging and manageable and allows for adjustments to the onboarding plan, particularly if any gaps in training or support are identified, allowing everyone to tailor the plan to the new hire's specific needs. 6,15 Progress check-in meetings occurred every 3 weeks.…”

“…Preceptor empowerment is a crucial pillar that grants preceptors the autonomy to shape learning experiences based on the unique needs and orientation phase of the new hire. 6,[9][10][11]16,17 Historically, MICU preceptors were assigned the most complex patients on the unit with the assumption that this would maximize the learning of the new hires. On the contrary, this strategy was ineffective because having a complex assignment didn't allow pre-ceptors time to teach due to the need to prioritize the patients' complex needs.…”

“…6,15 Through this formal discussion, feedback loops are facilitated to ensure the new hire is progressing at a pace that's both challenging and manageable and allows for adjustments to the onboarding plan, particularly if any gaps in training or support are identified, allowing everyone to tailor the plan to the new hire's specific needs. 6,15 Progress check-in meetings occurred every 3 weeks. This time frame allowed the preceptor and new hire to have enough clinical experiences to form objective inputs on the new hire's progress.…”

“…[4][5][6][7] Nurse managers bring operational expertise, and a deep understanding of the intricacies of the work environment. 4,6,7 Clinical nurse educators bring a wealth of knowledge in clinical education and training methodologies and have keen insights into the evolving learning needs of nursing staff. 5 The American Association of Critical-Care Nurses (AACN) Healthy Work Environment (HWE) standards provide a framework for creating a healthy work environment that's conducive to professional growth and fulfillment for nurses.…”