• Online or virtual elements : Respondents acknowledged at least part of the program needed to be online . For some , this was concurrent with stressing the value of in-person training . Online training simply provided a level of flexibility that was necessary in the current environment .
• Modules addressing management skills : A few respondents mentioned there is a great need for any training to include “ soft skills ,” such as handling personality clashes or difficult situations involving new nurses .
• Reinforcement of evidence-based practice : Standardized , evidence-based training is necessary not only to ensure a robust experience for new nurses , but also to help preceptors shed what one respondent noted as “ bad habits ” formed during the pandemic , such as shortcuts or skipping important information .
• Skills and competency training : With more seasoned nurses leaving the profession , some respondents noted they were “ starting from scratch ” with their teams and therefore wanted to ensure preceptors with less experience were highly trained .
Conclusion
Finding value in your preceptor development program is more than a return on investment . It is about significantly contributing to better patient outcomes and reduced staff turnover , which occurs by investing in your educators , mentors , and preceptors . Success can occur if that investment provides the first skill of learning how to be a preceptor who can adapt to the adult learning needs of their preceptee . By establishing a program that focuses on communication skills , collaboration techniques , and standardized methods for critical thinking development , facilities will feel the benefits of a strong foundation to ensure preceptors and preceptees can hit the ground running .
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