While the mentor is the main individual to whom the mentee will turn for support , it is still important to consider additional staff members who can provide assistance if needed . This is one reason the postregistration programme has been so successful : the benefit the additional levels of support provide . This also relieves some of the pressure from the mentor as it is important to remember that while often working as full-time RVNs , these individuals will also experience their own stress in practice , especially if they have additional commitments alongside mentoring .
Utilising support available in practice
Although multiple levels of support may have been introduced to support newly qualified nurses in practice , these may not be successful if an individual does not feel able to utilise the support available . Also , some practices may not have implemented a structured support system , and it is important that nurses are encouraged to ask for additional support if needed . If nurses are feeling deflated in their current practice and , as a result , are not making progress then it may be worth speaking to the head nurse , management or a trusted colleague within the practice to make positive changes in the workplace . It may also be appropriate to seek external support – which is provided by various organisations including VetLife . Moving to another practice where adequate support networks have been implemented is another option . It is important nurses do not suffer by feeling unsupported as there are many practices , both first opinion and referral hospitals , that may be better suited to their individual needs , particularly nurses who are newly qualified .
Conclusion
REFERENCES
Badger , S . ( 2014a ) Role of the Nurse Mentor – Part 1 . Veterinary Nursing Journal . 28 ( 12 ), 412 – 414 .
Badger , S . ( 2014b ) Role of the Nurse Mentor – Part 2 . Veterinary Nursing Journal . 29 ( 2 ), 62 – 65 .
Dunne , K ., Bremerton , B ., Duggan , V . & Campion , D . P . ( 2020 ) Competence perceptions of veterinary nursing students and registered veterinary nurses in Ireland : a mixed methods explanatory study . Irish Veterinary Journal . 73 , 10 .
Hamilton , J . & Wilkie , C . ( 2001 ) An appraisal of the use of secondment within a large teaching hospital . Journal of Nursing Management . 9 ( 6 ), 315 – 320 .
Ho , S-S ., Stenhouse , R . & Snowden , R . ( 2021 ) ‘ It was quite a shock ’: A qualitative study of the impact of organisational and personal factors on newly qualified nurses ’ experiences . Journal of Clinical Nursing . 30 ( 15 – 16 ), 2373 – 2385 .
Irwin , C ., Bliss , J . & Poole , K . ( 2018 ) Does preceptorship improve confidence and competence in newly qualified nurses : a systematic literature review . Nurse Education Today . 60 , 35 – 46 .
Kaihlanen , A-M ., Lakanmaa , R-L . & Salminen , L . ( 2013 ) The transition from nursing student to registered nurse : the mentor ’ s possibilities to act as a supporter . Nurse Education in Practice . 13 ( 5 ), 418 – 422 .
Marks-Maran , D ., Ooms , A ., Tapping , J ., Muir , J ., Phillips , S . & Burke , L . ( 2013 ) A preceptorship programme for newly qualified nurses : a study of preceptees ’ perceptions . Nurse Education Today . 33 ( 11 ), 1428 – 1434 .
McCusker , C . ( 2013 ) Preceptorship : professional development and support for newly registered practitioners . Journal of Perioperative Practice . 23 ( 12 ), 283 – 287 .
Parker , V ., Giles , M ., Lantry , G . & McMillan , M . ( 2014 ) New graduate nurses ’ experiences in their first year of practice . Nurse Education Today . 34 ( 1 ), 150 – 156 .
Reflective professional development notes . To access hyperlinks to the references , scan the QR code on page 3 .
Overall , being part of a post-registration programme can be fundamental in encouraging newly qualified nurses to continue their careers in referral nursing and to further develop their skills within the same hospital . Mentor allocation can also ease the process of moving into an unfamiliar practice and navigating the challenges associated with being a newly qualified nurse , while also enabling structured plans to be created to facilitate personal development .
There are various benefits to providing support to newly qualified nurses , including allowing them to develop confidence in utilising and adapting their nursing skills in both patient care and communication with the rest of the veterinary team . A strong support network also encourages nurses to ask questions without fear of judgement . Creating a safe environment to enable this is crucial for patient safety and the mental wellbeing of nurses .
I am grateful to my mentor who , along with the postregistration programme manager , supported me through my first year of qualification and ultimately encouraged me to apply for a permanent position in the hospital .
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