Abstract
The lingering COVID pandemic has left the nursing profession in a particularly vulnerable state. Nursing burnout, turnover, increased workload, and the lack of professional development opportunities have become workplace dissatisfiers. The “Great Resignation Era” created large turnover and vacancy rates within inpatient hospital units. To mitigate staffing shortages, nurse leaders were challenged to balance large cohorts of new graduate orientees while also motivating and engaging seasoned nurses with leadership opportunities. Traditional orientation pathways proved to be unsuccessful during this unique climate and warranted more creative measures to balance the needs of both new graduates and seasoned nurses.
