The saying 'it takes a village' can relate to many things, like parenting a child, achieving just about any goal, or developing a new graduate nurse in our nursing workforce. In this month's Beyond Nurse Residency podcast episode, our special guest, Rose O. Sherman EdD, RN, NEA-BC, FAAN, discusses how creating a positive transition to practice experience is a collective effort and not solely the responsibility of one person. She emphasizes the crucial role of frontline leaders like you in developing new graduate nurses. She shares many excellent tips and strategies for success, recognizing the invaluable contribution of nurse leaders like you. If you are a nurse leader, you won't want to miss it!
When thinking about the development of new graduate nurses, it is often believed that it is the job of the nurse residency program and the residency coordinator to ensure the new graduates have a positive transition to practice. Providing transition-to-practice support for new graduate nurses as they begin applying all the knowledge they learned in school into their daily practice on their unit is a key objective of these programs. However, it is about more than just what happens in the classroom, and as Dr. Sherman shared in our podcast, it takes more than just one person to make that happen. Successful transition to practice is a team sport. It is provided through a robust nurse residency program led by a program coordinator, hands-on skills with unit-based educators, clinical immersion practicing the day-to-day roles and responsibilities with a nurse preceptor, and coaching by frontline nurse leaders interested in the new nurse's career growth and success. While we have been working with partner organizations to help them facilitate a residency program, customize their programs with specialty-specific clinical skills, and even provide important training for nurse preceptors, focusing on the nurse leader's role hasn’t gotten as much attention as it deserves. This is why IONRP Coordinator Amanda Bruscher tackled this topic for her MSN: CNL capstone last year. Here is what she learned:
The transition of new graduate nurses to practice is dependent on the support they receive when they start. Not only is the new nurse going through a significant change transitioning to practice, but these individuals often report increased stress, lack of confidence, and unpreparedness to enter their new roles.1 New nurses have reported not receiving formal feedback promptly, feeling like their frontline leader was unavailable to them, and feeling isolated.2 An in-depth literature review showed that new grad nurses found support through nurse residency programs helpful, along with having a “go-to” person receive regular feedback and feel more supported in the work environment.3 Adequate support from frontline leaders who know the program's purpose is a key to success in the residency program.4 These nurse leaders may feel like they don’t have the time in their day to give adequate support, but there are many strategies they can use to give support. These include things like formal or informal check-ins, constructive feedback, critical thinking promotion, offering to practice various skills, recognizing staff, and stay interviews.4
Amanda aimed to improve the support provided by frontline nurse leaders who work directly with nurse residents enrolled in the IONRP program. By working on this process, she expected frontline leaders to have a better understanding of their roles and different strategies for how they can support the residents. She also anticipated these changes would lead to a better transition practice experience for the nurse residents.
Amanda’s change project initiated the development of an educational resource for frontline nurse leaders following an assessment showing a need for awareness and education. Findings indicated many were unaware of our program orientation and various available resources, and many were not completing the recommended check-in with residents. The educational tool developed includes the program's purpose, the frontline nurse leader's role within the program, and ways to grow in their leadership role. Many strategies to better support the new graduate nurse were also shared.
The educational resource is now available to nurse leaders using our IONRP. It will complement the program and be valuable for frontline leaders to quickly reference and have available throughout the year. To learn more about the IONRP or any of the complimentary resources we provide our partner organizations, contact Nicole Weathers, Program Director.
Nicole Weathers MSN, RN, NPD, BC
References
- Jeffery, J., Rogers, S., Redley, B., & Searby, A. (2023). Nurse manager support of graduate nurse development of work readiness: An integrative review. Journal of Clinical Nursing, 32(17-18), 5712–5736. https://doi.org/10.1111/jocn.16694
- Lea, J., & Cruickshank, M. (2017). The role of rural nurse managers in supporting new graduate nurses in rural practice. Journal of Nursing Management, 25(3), 176–183. https://doi.org/10.1111/jonm.12453
- Regan, S., Wong, C., Laschinger, H. K., Cummings, G., Leiter, M., MacPhee, M., Rhéaume, A., Ritchie, J. A., Wolff, A. C., Jeffs, L., Young-Ritchie, C., Grinspun, D., Gurnham, M. E., Foster, B., Huckstep, S., Ruffolo, M., Shamian, J., Burkoski, V., Wood, K., & Read, E. (2017). Starting Out: qualitative perspectives of new graduate nurses and nurse leaders on transition to practice. Journal of Nursing Management, 25(4), 246–255. https://doi.org/10.1111/jonm.12456
- Failla, K. R., Ecoff, L., Stichler, J. F., & Pelletier, L. R. (2021). A 1-Year accredited nurse residency program's effect on intent to leave. The Journal of Nursing Administration, 51(12), 606–613. https://doi.org/10.1097/NNA.0000000000001082