A unit manager is concerned about turnover on her unit, which employs many new graduate nurses. There is already a formal and lengthy orientation program in place
Which additional resource should the nursing manager add to the orientation program to best address turnover?
a. Have the new graduates spend more time in the skills practice lab.
b. Include intensive mentoring as part of the orientation program.
c. Invite new nurses to informal meals and breaks with management.
d. Post personal biographies of new nurses so staff gets to know them.
B
The first 3 months of employment for graduate nurses has been found to be vital in their long-term success, and mentoring is vital to assist with role integration and resolution of conflicts between work realities and academic ideals.
There is no evidence from the question that suggests new nurses are not proficient in their skills or that they leave their jobs because of lack of skills.
Although inviting new nurses to informal meals and breaks with management is a nice touch, this will not necessarily assist new graduate nurses in staying in their new positions.
Posting personal biographies is also a nice idea, but it would not make a significant difference for the new nurses.
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