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Saturday, 16 November 2013
Learning Objective 1: describe what new graduates need to avoid the 24 month exodus from the profession based on the evidence.
Learning Objective 2: describe how to structure and implement a bridge to practice program to nuture resilience in novice nurses.
Background Information: New graduates experience difficult psychological and intellectual challenges adapting to new careers and assuming a professional identity. Considering that the average age of a nurse is 47. 6 years and a predicted shortage of 500,000 nurses by 2025, interventions are needed NOW to help nurses move successfully from a novice to an expert and remain in nursing. Aims: Reduce 12 and 24 month turnover for new graduates and keep nurses in nursing. Methods/Programs/Practices: An evidence based Bridge to Practice Program was developed in 2007 for first year nurses to increase resilience and reduce turnover. Two mandatory four-hour seminars are provided at two and five months after hire. Seminars are semi-structured, confidential and use reflection, writing, and discussion to explore elements required for resilience. Work-life balance, delegation, conflict resolution, imposter syndrome, lateral violence, reality shock, critical thinking, time management, prioritization, crisis management and SBAR techniques are explored at the two month session. At five months, new graduates explore self-care & wellness, burnout & moral distress, responding to human suffering, solving ethical dilemmas and building resources for the career path. Data: For the 600+ nurses who have completed Bridge to Practice since 2008, 98% of participants report that the seminars help and recommend the program. 24-month turnover has decreased from 17% to 11% with program implementation which is significant since nationally, 25 to 67% of new nurses will leave the nursing position during the first year. Outcomes: The Bridge to Practice Program remains a permanent part of new nurse development and continues to provide significant positive benefits with regards to turnover and nurse satisfaction.