Do you remember the feeling of finishing your final nursing assignment or walking out of your last clinical placement? I do! That relief was intoxicating. I thought I'd never have to write another paper or sit through another exam. But as soon as I stepped through the hospital doors of my first job, excitement was quickly replaced by a creeping anxiety. Proud to wear the uniform, I was also terrified, realising how much I still had to learn.
As a “baby” nurse fresh out of school, I found myself overwhelmed. No longer just a student, I was now a registered nurse with real responsibilities — and an underlying fear that my inexperience would be obvious to everyone around me. That first handover room was intimidating, with tired nurses speaking in acronyms. The last thing these overworked professionals wanted was to “babysit” a fresh-faced graduate like me.
The Cycle of “Eating Our Young”
In nursing, there's a saying: "We eat our young." Unfortunately, it’s all too accurate. As a new nurse, the environment often felt like a test rather than a supportive learning experience. Fast forward to today, nearly two decades later, and I see the same culture still affecting our newest members. Why, after all these years, are we still struggling to welcome and support new nurses?
The problem: Many experienced nurses are less inclined to guide beginners. Instead, the responsibility falls on kind-hearted, empathetic nurses, often newer or junior staff themselves, who do their best to support new learners despite already carrying heavy responsibilities. Over time, this dynamic can lead to burnout among the supportive few while others stay disengaged.
Why the “Eat Our Young” Culture Persists
High-stress environments, staffing shortages, and overwhelming workloads welcome an environment where new nurses are sometimes viewed as obstacles rather than assets. Each generation seems to “toughen up” by enduring the same treatment from those before them, often forgetting their own difficult transitions.
But what if we could change this? What if we focused on building bridges instead of barriers?
Building Bridges Through Pairing Practices
New nurses need not just clinical knowledge but genuine connection and support. That’s why effective pairing is essential. Instead of leaving mentorship to chance, we need intentional approaches that make new nurses feel part of the team. After all, we’re not just creating clinicians; we’re building a community.
Consider adopting creative pairing strategies that go beyond a simple assignment:
- “Speed Dating” for mentors: Pairing new nurses with experienced mentors could start with a “speed dating” session to assess compatibility. Just like kids on a playground, adults can sense “the vibe” and find mentors they naturally connect with.
- Shared interests activity: Encouraging nurses to discover common interests can strengthen their bonds, creating a foundation of trust and camaraderie.
- Recognition and appreciation: Simple gestures, like a thank-you note or public acknowledgment at handover, show mentors and preceptors that their efforts are valued, reinforcing a culture of mentorship.
Nurturing a Culture of Compassion and Teamwork
The goal isn’t just to train competent nurses; it’s to develop a compassionate, resilient community. Effective mentorship and preceptorship aren’t just about skill transfer; they’re about empathy, kindness, and mutual respect. Investing time in compatible pairing and thoughtful support practices can help new nurses feel welcomed and valued, breaking the cycle of “eating our young” once and for all.
Building connections is critical in a high-stakes profession like nursing. As healthcare leaders and experienced nurses, we have an opportunity and a responsibility to create an environment that encourages learning, nurtures compassion, and prioritises teamwork.
So, let’s ask ourselves: are we building bridges or barriers?
Author
Renee Di Giuseppe
Renee Di Giuseppe is a Critical Care Registered Nurse with over 18 years of experience. She holds a Master of Health Science (Critical Care). She has a background in critical care settings, with significant clinical and management experience working in a large intensive care unit in Melbourne.
As an Associate Nurse Unit Manager (ANUM), Renee enjoyed leading teams throughout her clinical nursing career. Renee has a great passion for nursing leadership and infused her units with a distinct culture of collaboration, respect, and accountability. Renee was a regular, well-evaluated presenter for Ausmed’s face-to-face events, specialising in presenting a 2-day seminar on recognising and responding to clinical deterioration.
In 2020, she transitioned to a non-clinical nursing career at Ausmed, building expertise in education, regulation, clinical governance and community and event management. Renee currently holds a Community Manager role within Ausmed's Marketing Team, which focuses on developing helpful and engaging content and promoting and delivering impactful live and virtual events, drawing on her expertise in presenting and coordinating Ausmed’s events to foster community engagement.
