Newborn and Infant Nursing Reviews
Volume 6, Issue 3 , Pages 111-112, September 2006

Orienting the Millenials: “Why” from the Yers

Article Outline

 

Although cardiac topics are the theme of this issue, neonatal intensive care unit (NICU) nurses' knowledge and experience with cardiac infants and neonates in general varies greatly. As new graduate nurses are entering the NICU, the need for a consistent, evidence-based orientation program is crucial to our future workforce—the Yers. Today's nursing workforce presents unique leadership challenges in regard to coaching and mentoring.

Yers, born from 1981 through 2000, are currently 81 million strong. Keeping Millenials happy is especially important because of their workplace potential and their large numbers. Their considerable volume makes retaining them a top human resource priority. Terms associated with Generation Yers are Generation WHY or Net-Geners, Nexters, Echo Boomers, and most recently, Millenials.1, 2 Millenials believe that every job should match the same level of stimulation they receive from a video game. Members of this group have an astonishing amount of expertise in technology. ATMs, AOL, MTV, TIVO, DVRs, DVDs, PCs, IM, and IPODS are the language of Generation Y.3 Techno-literate Millenials grew up with sensory overloaded environments that have created the need for instant feedback and rapid results.4 To meet the training needs of the Yers entering our workforce, traditional orientation programs are needed to be replaced with more individualized online interactive education and training that can provide immediate feedback.

Mosby will soon be launching such a program to meet the diverse training needs of this generation. The course uses a proven instructional model that focuses on presenting core knowledge and skill that the registered nurse new to a neonatal practice setting must have to practice safely and competently. Exercises and questions will appear throughout the course, which link the learning objectives and the evidence-based text. The instructional design of this online course engages the nurse in an interactive multimedia learning experience through images, animations, and video in a self-paced environment.

Mosby's Neonatal Nursing Course, a new online continuing education program to be released in Spring, 2007, includes 30 lessons (or modules) intended to supplement the nurse's clinical and classroom orientation program for neonatal nursing.5 This course is intended to be used by experienced nurses who are new to neonatal nursing and by new graduates beginning their practice in neonatal nursing. The course also serves as a refresher for those already practicing in neonatal nursing and provides all learners with the option of earning continuing education contact hours. Key content areas include high-risk perinatal issues, concepts of neonatal care, body systems, nutritional issues, neonatal infection, pain management, and developmental and family-centered care. Each module is written by experts in perinatal and neonatal care. Each module is complemented by a text component. Evidence-based practice uses theory-derived research-based information in making decisions when providing care.6 This philosophy emphasizes the use of research findings and de-emphasizes ritualistic, ungrounded opinion and tradition as a basis for clinical practice.

Providing an instructionally appropriate orientation and training program is important in preparing new recruits and to retain these highly marketable nurses. Choosing and staying at a job for Generation Yers is frequently dependent on the availability of training. Yer (or Millenial) nurses expect more coaching and mentoring than any other generation in the workforce. They are not only optimistic and goal-oriented but they also desire structured guidance and extensive orientation.7

Facilitating the growth and development of this staff can be challenging for NICU leaders. Leaders must assure competence (the possession of knowledge, skills, and abilities necessary to perform the job) as well as competency (the employee's ability to actually perform in the clinical environment in accordance with the role and standards of the institution).8 This competency can be obtained through the use of a coordinated evidence-based competency-based orientation program. Such competencies for the new NICU nurse are available through the National Association of Neonatal Nurses organization (www.NANN.org).9

Creating an innovative interactive orientation program creates a balance of human and technology in training. The “fun” desired by this generation in the workplace can be initiated by stimulating them with interactive learning opportunities. The “competency” desired by leaders can be obtained by using structured competencies. Building on these important characteristics will assist in the successful training of this generation.

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References 

  1. Wendover RW, Gargiulo TL. On cloud nine: an inspiring tale. New York: AMACON; 2006;
  2. Altimier L. Leading a new generation. Newborn Infants Nurs Rev. 2006;6:7–9
  3. Tulgan B. Managing Generation X: how to bring out the best in young talent. New York: W.W. Norton & Company Inc; 2003;
  4. Luporter C. Understanding Y: learn how to recruit Generation Y workers and how to make them stay. http://workforcetools.com/archive/feature[12/7/05]
  5. Altimier L. Mosby's neonatal nursing course. St. Louis (Mo): Mosby; 2007;
  6. Theroux R. How to bring evidence into your practice. AWHONN Lifelines. 2006;10:244–249
  7. Sherman RO. Leading a multigenerational nursing workforce: issues, challenges and strategies. Online J Issues Nurs. 2006;11:[Posted 06/29/2006]
  8. Alspach JG. Concern and confusion over competence. Crit Care Nurse. 1992;12:9–11
  9. Altimier L, Brown B, Tedeschi L. NANN guidelines for neonatal nursing policies, procedures, competencies, and clinical pathways. www.NANN.org/publications2006;

PII: S1527-3369(06)00075-4

doi:10.1053/j.nainr.2006.07.001

Newborn and Infant Nursing Reviews
Volume 6, Issue 3 , Pages 111-112, September 2006

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