The preceptor–new graduate nurse relationship can make or break a nurse’s
transition into practice.
Think about that for a second.
Before a new nurse fully connects with the organization, the manager, or even the team,
they connect with their preceptor. That relationship often shapes how safe, supported,
and confident they feel stepping into practice.
And yet, many organizations still underestimate how important this relationship really is.
Recently on our Coffee Break podcast, I spoke with Dr. Heidi Kosanke, assistant clinical professor at the University of Arizona and co-founder of Enhanced Preceptors. During our conversation, Heidi shared something many healthcare leaders are seeing right now: we
have newer nurses precepting newer nurses, often without enough preparation or
support.
That creates a cycle that impacts confidence, communication, teamwork, and culture.
The problem isn’t that nurses don’t care. The problem is that many preceptors are being
asked to teach without ever being taught how to teach.
The Growing Gap in the Preceptor–New Graduate Nurse Relationship
According to Dr. Kosanke, many organizations focus preceptor training on tasks and
competencies:
- How to document
- How to complete skills checklists
- How to complete skills checklists
All important.
But there’s often very little education on how to teach clinical judgment, communication,
emotional intelligence, or conflict resolution. And those are the very skills new nurses
desperately need.
As Dr. Kosanke explained, many preceptors today have less than two years of nursing
experience themselves. They are smart, capable, compassionate nurses…but they are
still developing professionally while simultaneously trying to guide someone else through
one of the hardest transitions of their career.
Without support, this creates stress on everyone involved.
The preceptor feels overwhelmed, the new graduate nurse feels unsupported…and
leaders wonder why retention remains a challenge.
Culture Is Built During Orientation
One of the biggest mistakes organizations make is believing orientation is only about
clinical competence.
It’s not. Orientation teaches culture.
New nurses quickly learn:
- Is it safe to ask questions here?
- Will people help me?
- How do people handle stress?
- How are mistakes treated?
- How are mistakes treated?
Those lessons often come directly from the preceptor–new graduate nurse relationship.
But when preceptors feel equipped, supported, and valued, they are more likely to create
psychologically safe learning environments where new nurses can grow.
And that matters because healthy cultures don’t happen by accident. They are taught,
modeled, and reinforced every single day.
Why Leaders Need to Pay Attention
I’ve said this for years: nurses do not leave organizations simply because of workload or
compensation. They leave because of how they’re treated.
And the transition into practice is one of the most vulnerable times in a nurse’s career.
A poor preceptor experience can quickly turn excitement into anxiety, self-doubt, and
disengagement. On the other hand, one strong preceptor relationship can positively
shape an entire career.
That’s why this issue deserves the attention of both frontline leaders and senior
executives.
If we want better retention, stronger teamwork, and healthier cultures, we must invest in
the people shaping our newest nurses.
3 Strategies to Strengthen the Preceptor–New Graduate Nurse Relationship
1. Stop Assuming Good Nurses Automatically Make Good Preceptors
Clinical expertise does not automatically equal teaching expertise.
