1. HOW TO WORK EFFECTIVELY WITH PRECEPTEES
THE PRECEPTOR’S RAPPORT

2. OBJECTIVES The learner will be able to:
Explain 3 things a preceptor should do to maintain an effective working relationship with a preceptee
Explain 3 things a preceptor should avoid doing to maintain an effective working relationship with a preceptee
Demonstrate an effective approach to managing possible problems in preceptor-preceptee working relationships
Ask audience to remember 1st job. Did you have a preceptor?
How did they feel? Write on board
What did others/preceptor do to help
What help did you not get that you needed?

3. THE RELATIONSHIP IS THE KEY
In the Beginning….
Make the preceptee feel welcome and accepted
Be available when the new orientee needs you
Listen openly and fully
Preceptor and Preceptee each need to make an equal contribution to the relationship.
If I have been working for 10 years at Swedish in the ER and I take a job here at HMC do I need a preceptor? Yes. Why?
New culture. Anxiety about coming on board. What If I make a mistake?
Remember all of those questions you had? Like where are the syringes? Do we have juice on the floor.

4. NURTURE YOUR YOUNG Be patient and understanding
Be gentle and constructive when offering critiques of preceptee’s performance
Offer feedback in a frequent and timely manner on performance and progress
You are nurturing your future and the future of nursing
We can not eat our young or there will be no one left to care for us. 3 of every 5 new grads leaves with in the first year. Signed on to care for others. We also need to care for ourselves. We hurt ourselves, our patients, and our future if we do not look at the big picture. We spend 1/3 of our lives at work. Make it someplace you want to be and others want to be with you.

5. ARETHA SAID IT BEST “R E S P E C T”
Respect the new employee’s view, feeling beliefs and values
Determine the preceptee’s preferences regarding the order, type and pace of learning
Encourage questions
If you want it you will have to give it. RESPECT. We all know ourselves and how we learn best. Initially sit down and talk with your orientee about what his or her needs are. Where are they comfortable and where not? What is their best learning style. ie: class room vs computer courses.
THERE ARE NO DUMB QUESTIONS!!!

6. IF THEY FALL, PICK THEM UP…..
Build on past experiences and strengths while helping them to develop in areas of weakness
Allow preceptees to make and learn from mistakes
Use a sense of humor to maintain perspective

7. YOU NEED EACH OTHER !!! Be open to learning from the preceptee
Maintain your composure and leadership throughout stressful situations
Be generous with praise, support, and encouragement
Sometimes you can learn something new. Be open. Talk about what I learn from my students. Get a new perspective.
You are the role model. How many have kids. This new nurse is someone’s kid. Be the role model you want for your own son or daughter. Getting upset does not help you, the preceptee or the patient. We want to encourge accountability. Tell story of leigh and her first med error. Vs Kamalu and her first. Documenting. The “raped arm”
You catch more bees with honey than with vinegar. We need each other. All of us respond better to praise so look for the positive.

8. REMEMBER, YOU ARE NOT ALONE…
Enlist your unit to help you.
Talk frequently with your nurse manager
Get creative
Share the load
As a preceptor, you need the help and support of everyone on your unit and else where in the hospital. Highline is a community. The new employee or student will be part of the community so the community should make them feel like they belong and are wanted. Give opportunities for new experiences and networking. Orienting a new employee is everyone’s responsibility.

9. AND NOW FOR THE OTHER SIDE…
Here are some don’ts..
Relate to new staff as if they are children
Take over situation s or “do” for them what they can do for themselves
Give assignments beyond the preceptee’s capabilities
Ask what were some negative experiences. What made them negative? So what would you not do?

10. SETTING THEM UP FOR FAILURE
Overwhelm new staff with details and minutiae
Rush the pace of instruction
Embarrass the new staff in front of coworkers, other staff or patients.
The goal is to be successful and train the person that you want taking care of you. You want them to work here.
Story about nurse who set new hire up for failure to keep her overtime. Undermined organization and others. Poor patient care.

11. BEATING THEM DOWN
Use negative feedback when critiquing or correcting preceptee performance
Keep new staff in the dark about their performance
Assume experienced new staff require little or no support, supervision or instruction.
New culture for experienced staff. Need to be welcomed. If you don’t think a new hire is doing well they need to hear it and always give suggestions to improve

12. WHAT HAPPENS IF THE ORIENTEE…
Progresses too slowly in their performance?
Overestimates his or her capabilities?
Underestimates his or her capabilities
Is disorganized and can not complete work load in a reasonable time period?
Performs new skills with out seeking guidance?

13. Or… Has “know it all attitude and ignores the preceptor’s direction
Continues to perform a skill incorrectly after repeated demonstrations
Talks about how much better it was at their previous place of employment
Feels entitled but does not want accountablility

14. OR EVEN…. Shows a lack of concern after making a significant error
Complains about the preceptors skills and the quality of their work
Is too hesitant and fearful of making a mistake
Is preoccupied with their personal life
Has difficulty relating to their coworkers.

15. IN SUMMARY Nurture for everyone’s success
Don’t set the preceptee and yourself up for failure
Get support for yourself when the going gets tough.
Celebrate the success!!!!