How to Improve Nursing Retention With Preceptor Programs

Precepting a new nurse will promote positive working relationships.

Making a new hire feel welcomed encourages a positive working atmosphere. If you are experiencing high nursing staff turnover, implementing a preceptor program may help with retention rates. The fundamental principal of a preceptor program is that an experienced staff member is assigned a new hire to mentor through job-shadowing and individualized one-on-one training. The goal is two-fold; it provides the new nurse with a supportive environment to develop into a successful team player and allows current staff to develop leadership and training skills that provide them with a sense of accomplishment, leading to higher job satisfaction.

Instructions

1. Gather nursing retention statistics from your human resources and quality improvement departments prior to the start of a preceptor program to determine a baseline measurement. Review exit interview information to determine why nurses leave their job. This information may help shape your preceptor program and their ultimate goals and objectives.

2. Design a training program for the preceptors. Create PowerPoint presentations that include training objectives, criteria for selection of a preceptor and expectations of the preceptor. Develop guidelines and suggestions for how the preceptors would use the time to mentor their assigned new hire.

3. Select the nurse preceptors and provide training in a classroom setting. Provide them with hard copies of the presentation for later reference. You may want to create a manual or guide to distribute to them. The manual should include org charts, facility map, nursing forms. Ensure that your nurses leave with a clear understanding of what is expected of them and how they should mentor the new nurse.

4. Implement the program by providing the preceptor with a schedule outlining the new nurse's activities. These activities will include orientation and other trainings independent of the preceptor program. Give preceptors the ability to determine how they will use their time with the new hire. During the new-nurse orientation, provide them with your contact information, encourage them to provide feedback and voice concerns during and after the program is completed.

5. Survey the preceptors and new nurses after completion of the program through a written satisfaction survey. Enhance the program based on feedback and survey results. In order to measure the preceptor program's impact, review retention statistics at 6- and 12-month intervals and compare the results to the stats taken before implementing the preceptor program.

References

• Vermont Nurses in Partnership: Intern and Preceptor Development
• Beaufort Memorial Hospital: Nurse Preceptor Program
• Missouri Department of Health and Senior Services: Public Health Nursing Preceptor Handbook