![]() ![]() ![]() In addition to traditional orientation competency checklists to verify skills, NRPs emphasize applying skills that integrate communication, professionalism, and development of the skills needed to work within the healthcare team ( Walsh, 2018 Song & McCreary, 2020). The IOM recommends goals of NGNs include expanding NGN competencies, as well as improving retention rates and patient outcomes ( National Academies of Sciences Engineering & Medicine, 2016 Crimlisk et al., 2017 Perron et al., 2019). NRPs are hospital-based structured transition to practice programs designed for an NGN upon completing their prelicensure education. ![]() The Institute of Medicine (IOM), The Joint Commission, and National Council of State Boards of Nursing support the implementation of nurse residency programs (NRP) for the NGN to facilitate transition to practice ( Twibell et al., 2012). New nurses may not have developed their ability to manage typical stressors of their first job before the added stress from the COVID pandemic, emphasizing the importance of communication and teamwork in this group to maintain confidence and satisfaction. Survey results from 705 front-line nurses working within hospitals in 2020 revealed younger and newer nurses reported higher levels of stress and burnout as well as feeling inadequate about their nursing care ( Murat et al, 2021). Healthcare workers on the frontlines caring for COVID-19 patients were often overwhelmed by the required increased workload and work hours, and the uncertainty that required daily adaptation ( Murat, Kose, & Savaser, 2021). The COVID-19 pandemic complicated NGNs transition to practice. Incorporating simulation exercises into a program allows NGNs to develop communication skills in a safe and supportive environment ( Walsh, 2018). A supportive work environment that fosters open communication, development of professional relationships, and team cohesion increases NGN job satisfaction and retention ( Walsh, 2018 Song & McCreary, 2019). NGNs are particularly vulnerable to increased stress, isolation, and dissatisfaction with their job due to poor communication and teamwork with other healthcare professionals NGNs are particularly vulnerable to increased stress, isolation, and dissatisfaction with their job due to poor communication and teamwork with other healthcare professionals ( Crimlisk et al., 2017 Perron, Gascoyne, Kallakayumkal, Kelly, & Demagistis, 2019). A review of 16 empirical studies from seven countries published between 19 focused on NGNs ' self-assessment or perceptions of their competencies and found that nurses were relatively confident in their "hard skills," (considered the psychomotor and cognitive domains of basic patient care), compared to the "soft skills," which included communication, teamwork, and collaboration within an interprofessional team ( Song & McCreary, 2020). The need to improve communication and collaboration skills in NGNs is well documented ( Crimlisk et al., 2017 Twibell et al., 2012). ![]() NGNs resign due to stress and burnout related to poor communication with patients or team members, limited critical thinking skills, the inability to interpret and adapt to changing situations, workload, unusual patient presentations, lack of recognition, and rotating medical residents ( Crimlisk et al., 2017 Song & McCreary, 2020) Nurse executives report that only 10% of NGNs were fully prepared for safe practice, while the remaining NGNs lacked confidence and adequate nursing skills to do their jobs appropriately ( Van Camp & Chappy, 2017). Since NGNs comprise almost ten percent of the nursing staff ( Walsh, 2019), it is imperative that NGN successfully transition from student to registered nurse (RN). These turnovers cost the average hospital $4.4 million – 7 million annually ( NSI, 2018). Unfortunately, NGNs represent the largest number of nurses exiting the profession ( Van Camp & Chappy, 2017 Nursing Solutions Inc., 2018) 17% to 30% of new graduate nurses quit their initial job within the first year ( Twibell et al., 2012). Globally, the role expectations and demanding workloads of NGNs lead to reality shock, stress, and nursing turnover ( Crimlisk et al., 2017 Walsh, 2018). NGNs often have an idealistic view of nursing compared with the reality of providing complex patient care. While new graduate nurses (NGNs) await their first job with eagerness and anticipation, the transition from student to novice nurse can be stressful ( Van Camp & Chappy, 2017). ![]()
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