Abstract
Generational diversity provides a unique quandary for nursing leaders and educators to enlist, orient, and retain nurses. Millennials are the largest cohort since the Baby Boomers and the age group from which the nursing profession will build its future workforce. This study examined the experiences of the new graduate nurse of the millennial generation as they navigate orientation in an acute care setting. Using a Web-based survey to conduct the study allowed nurses from across the country to participate while providing easy access to the study questions. Analysis of the data through qualitative content analysis demonstrated a dominate theme of seeking structure while expecting an individualized orientation. The survey also revealed the importance of the preceptor and manager in the perceived success of this generation’s transition and a need to assimilate into the professional role of RN. Recognizing that there is a need to promote a more individualized orientation with improved mentoring for novice nurses and their preceptors is evident and challenges nursing leaders and educators to rethink current practices to retain new nurses. Established roles within the hospital and individual nursing units are changing and traditional strategies for recruitment and retention no longer apply. A structured orientation can facilitate the transition from new graduate to professional nurse and assist in the retention of qualified nurses and ultimately safe patient care.
Highlights
For the first time in 30 years, the rate of aging in the nursing workforce has slowed, largely due to the increase in employed nurses under the age of 30 and rising enrollments in schools of nursing [1]
This study examined the experiences of the new graduate nurse of the millennial generation as they navigate orientation in an acute care setting
This study examined the experience of the Millennial generation as they engage in the social context of their orientation process
Summary
For the first time in 30 years, the rate of aging in the nursing workforce has slowed, largely due to the increase in employed nurses under the age of 30 and rising enrollments in schools of nursing [1]. A higher interest in nursing and an increase in applications to nursing schools significantly increased as the Millennial generation entered college age [2]. In 2008 nearly 40% of recent graduates planned to leave their current jobs within three years; this is a significant increase from the 27.1% pre-2001 graduates [1]. This change in the demographics of nursing will impact all aspects of recruitment and retention as graduate nurses have become a considerable part of acute care hospitals strategy to fill workplace shortages [3]. A high turnover and an influx of new graduate nurses into the hospital setting leads to a higher proportion of inexperienced nurses, which may be traumatic for the new professional nurses, and may impact patient safety [4]
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