By Emily Berta | HealthLeaders
Being a preceptor is more than teaching someone the tasks of the job, says this nurse educator.
KEY TAKEAWAYS
Preceptor Training is Essential: Proper training goes beyond teaching clinical tasks; it fosters mentorship, communication, and a supportive learning environment.
New Nurses Should Not Precept Too Soon: Assigning nurses with only a few months of experience as preceptors can undermine both their growth and patient safety.
Structured Programs Make a Difference: Programs like AACN’s Fundamental Skills for Preceptors equip preceptors with the tools to mentor effectively, improving team morale and retention.
Better Preceptors Lead to Stronger Teams: When preceptors are well-trained, new nurses gain confidence, stay in their roles longer, and eventually become better mentors themselves.
Investing in Preceptor Education Saves Money & Improves Care: The cost of replacing nurses is far higher than investing in structured preceptor education, which strengthens retention and enhances patient outcomes.
Editor’s note: Emily Berta, DNP, MSN, RN, is a nursing educator and professional development leader, serving as Director of Professional Development and Education at a community hospital and an Adjunct Assistant Professor at Georgetown University School of Nursing. With a background in critical care, progressive care, and emergency nursing, she is dedicated to advancing nursing education and practice.
In my 23 years as a nurse, I’ve seen how the world of nursing has evolved — sometimes rapidly and, at other times, not quickly enough. One of the most pressing challenges we face is the transition of newly licensed nurses (NLN) into the workforce. These nurses, having entered the profession during or after the chaos of COVID-19, are often arriving with less clinical experience than their predecessors. It’s not their fault, of course. Their education has been shaped by a pandemic that upended traditional models. But now, the responsibility falls to us — nurse leaders and healthcare organizations — to bridge that gap and ensure these NLN’s are supported, prepared and confident as they begin their careers.
This is where preceptor training comes in. Being a preceptor is more than teaching someone the tasks of the job; it’s about mentorship and creating an environment where new nurses can thrive. And yet, all too often, we see NLNs being assigned to precept others. While it might seem practical, this practice can set up both the preceptor and the new nurse for failure. Nurses just six months into their careers are often still finding their footing. Expecting them to guide others not only undermines their own growth but also creates a potentially precarious situation for patients and the entire care team.
Structured programs — such as Fundamental Skills for Preceptors from the American Association of Critical-Care Nurses (AACN) — offer a solution to this challenge. These programs provide preceptors with the tools, knowledge and confidence to mentor effectively. They teach the art of preceptorship — focusing not only on clinical skills but also on emotional intelligence, communication and fostering a culture where learning is encouraged. Unlike many hospital-developed training programs that focus on policies and procedures, these programs prioritize best practices and human connection.
I’ve seen the impact of such programs firsthand. I recall one experienced nurse who had always been a go-to for clinical expertise but struggled in her role as a preceptor. Her approach, although well-intentioned, left NLNs feeling devalued and afraid to ask questions — a dangerous dynamic in any clinical setting. After participating in a structured preceptor training program, she gained a new perspective. She started to reflect on how her words and actions affected those she was mentoring. When her preceptees shared their feedback, she listened with humility, acknowledging the need to adjust her approach. The transformation was remarkable. She became a more empathetic mentor, and the unit’s teamwork and morale improved as a result.
These changes benefit more than the nurses involved. They ripple outward, improving retention rates, enhancing patient care and creating a stronger, more resilient workforce. When preceptors are well educated, they empower NLNs to navigate the challenges of the profession with confidence. Those nurses, in turn, are more likely to stay in their roles, provide high-quality care and eventually become preceptors themselves.
In today’s healthcare environment, where nursing turnover is alarmingly high, investing in preceptor education is a smart and necessary strategy. Replacing a nurse can cost tens of thousands of dollars, far outweighing the relatively modest expense of educating preceptors. But beyond the financial argument, this investment speaks to the heart of what nursing is all about: creating a culture of care, support and excellence.
Nurse leaders and healthcare organizations must recognize that structured preceptor training is not a luxury — it’s a cornerstone of sustainable nursing practice. By equipping preceptors with the skills they need to succeed, we ensure that new nurses enter the workforce supported and confident, ready to contribute to their teams and provide the best possible care for their patients. Together, we can build a future where every nurse has the opportunity to thrive.
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