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Consider the investment in helping new nurses transition to practice: it takes a minimum of 6 weeks to onboard a newly hired nursing graduate and an average of 140 days before they are productive. Yet, some 33% of new nurses leave during their first year. Nurse leaders must advocate for transition-to-practice onboarding programs that lower costs, decrease new nurse reported error rates, and ensure quality nursing care.

With current new nurse turnover rates and the increasing costs associated with retaining them, nurse leaders should explore strategies that centralize, standardize, and streamline orientation programs by leveraging analytic data and quality methodologies.

Evidence shows that effective new nurse orientation, preceptor, and nurse residency programs can positively impact new nurse competency and retention. Access this webinar and find out how you can build a new nurse safety net.

Over the past year, the media has been covering the staff recruitment and retention issues plaguing healthcare organizations. The challenge goes far beyond staff; it also impacts organizational leadership from the bedside, to management, to the C-suite. Loss of leadership can be devastating to healthcare organizations and put them in further jeopardy. This discussion covers success stories from top leaders in healthcare, on how they’ve grown their own nursing leadership at all levels of the organization through thoughtful and intentional succession planning.

This discussion covers success stories from top leaders in healthcare, on how they’ve grown their own nursing leadership at all levels of the organization through thoughtful and intentional succession planning.