Mentoring New Nurses - Essay Example

Mentoring New Nurses Mentoring New Nurses Introduction Mentoring new nurses is of critical importance in the modern day. In the past, it was not recognized that new nurses needed mentoring by senior nurses. However, the feelings of uncertainty and anxiety that defined a new nurse highlight the need for effective mentorship programs. Many new nurses are overwhelmed by the expectations placed on them. They are expected to exhibit high levels of competency even though they do not know where to start.

Many of the new nurses are likely to be afraid of senior nurses and feel out of place within the hospital setting. Such nurses require someone who can provide them with the encouragement and the motivation they need and guide them on how to deliver quality health care. When nurses graduate, they move into the real world expecting to make a difference in patients’ lives. However, the feelings of uncertainty and other barriers may prevent them from achieving their goals. For this reason, mentorship programs have been created to help new nurses become acquainted with the hospital setting.

Body Evidently, every nurse has experienced the anxiety faced by new nurses. In many hospitals, senior nurses are required to offer guidelines for new nurses and give them training on how to complete different tasks. Research indicates that nurses who receive relevant training and mentoring are more likely to stay in their positions. Mentored nurses are likely to be more motivated and willing to take up new challenges in the workplace. However, nurses who face rejection or are bullied in their new workstation are likely to quit the job or even consider a change of career.

The provision of mentoring programs may determine whether there will be a high turnover rate of new nurses or whether new talent will be maintained within the organization (Harrington, 2011). If senior nurses mistreat the new nurses, then they are likely to be demoralized and begin searching for new opportunities. For this reason, hospitals should have systems of ensuring that new nurses receive guidance and counseling from their senior counterparts. Research has indicated that every nurse has a need for a trusted mentor.

Being new in the profession poses numerous challenges and the new nurses benefit immensely from having an individual who can hold their hand as they start their journey towards building their career. Many nurses undertake a four years training with the expectation that they will fulfill their dream of contributing positively to healthcare provision. Healthcare institutions need to keep that dream alive by providing new nurses with efficient mentorship. The selection of mentors for new nurses should bring on board individuals who are patient and those that poses other good qualities such as being trustworthy, good listeners, and being able to nurture talent (Rhay-Hung, Ching-Yuan, Wen-Chen, Li-Yu, Syr-En, & Mei-Ying, 2010).

Mentors who lack these qualities may not be in a position to influence new nurses positively. For this reason, the type of guide selected determines the efficiency of mentorship. Conclusion Mentorship programs developed for new nurses should seek to establish supportive and encouraging relationships. New nurses need proper guidelines so that they can register professional, personal, as well as interpersonal growth. New nurses have more needs because they are not familiar with the challenges in the healthcare setting.

Providing them with effective mentorship can help them register growth in their profession. Mentors should be patient, realizing that new nurses face increased anxiety. The fact that senior nurses were once in a similar position should encourage them to help others walk through their professional journey without feeling as outsiders. New nurses do not pose any threat to the senior nurses. They are just individuals who are willing to make a difference and contribute positively to saving lives.

References Harrington, S. (2011). Mentoring new nurse practitioners to accelerate their development as primary care providers: A literature review. Journal of The American Academy of Nurse Practitioners, 23(4), 168-174. doi:10.1111/j.1745-7599.2011.00601.x Rhay-Hung, W., Ching-Yuan, H., Wen-Chen, T., Li-Yu, C., Syr-En, L., & Mei-Ying, L. (2010). Exploring the impact of mentoring functions on job satisfaction and organizational commitment of new staff nurses. BMC Health Services Research, 10240-248. doi:10.1186/1472-6963-10-240