Presented by Larissa Africa, MBA, BSN, RN, CENP, FAONL, FAAN at the 2025 California Organization for Associate Degree Nursing (COADN) Conference.

At the March 2025 COADN conference, nursing leader Larissa Africa MBA, BSN, RN, CENP, FAONL, FAAN delivered an inspiring and practical presentation titled “Empowering the Next Generation of New Graduate Nurses for a Successful Transition into Practice.” Her message was clear: while the challenges facing new graduate nurses (NGNs) are real, the opportunity to reimagine how we support their transition is greater than ever.

Bridging the Gap from Classroom to Clinical Practice

Larissa began by addressing the national state of transition-to-practice programs. While the NCLEX pass rate currently stands at an impressive 91.16%. NGNs continue to face hurdles as they navigate the jump from student to practicing nurse. A significant portion of new nurses begin their careers with optimism and commitment—but by the end of year one, 22% intend to leave their position. By year two, that number rises to 30%. The reasons? Stress, burnout, lack of professional growth, and feeling unsupported.

She emphasized that today’s nurses are entering the workforce at a unique moment—a time of technological innovation, shifting workforce dynamics, and a need for creative solutions. The academic-practice gap isn’t new, but its effects are amplified by current workforce shortages and changing generational expectations.

The Cost of Turnover—and the Value of Support

The financial impact of turnover is staggering. In 2023, each percent increase in RN turnover cost hospitals an average of $262,500. Total losses reached as high as $5.79 million per hospital. However, Larissa reminded attendees that turnover is about more than money—it’s about people. Nurses leave not just because of compensation, but because they don’t feel seen, supported, or valued.

Retention starts with onboarding. She shared that when NGNs receive strong preceptorship with a focus on competency-based onboarding and a support structure to normalize the transition experience, intent to leave is minimal. But as early as year one, without ongoing support, that sense of confidence begins to waver.

Coaching the Next Generation: Strategies that Work

A key takeaway from Larissa’s session was the importance of coaching student nurses well before graduation. She advocated for:

• Assigning mentors while still in school—and encouraging students to seek mentors post-graduation.
• Teaching SMART goal-setting to help students define their own growth trajectories.
• Normalizing feedback as part of learning, not a marker of failure.
• Encouraging positive self-talk and reflection on successes, to help students build resilience.
• Creating a sense of community—a “tribe”—that provides support throughout their journey.

The transition from student to nurse is more than a change in title; it’s an identity shift. As educators and leaders, we have a responsibility to help students envision all the paths available to them. “Students can’t be what they can’t see,” Larissa reminded the audience, referencing Dr. David Gibbs.

Seeking Employment and Empowering Choice

As NGNs enter the job market, Larissa encouraged them to ask pointed questions during interviews that reflect the most important predictors of long-term satisfaction:

• Does the patient population align with my interests?
• Will I be supported through structured onboarding and mentorship?
• Are there opportunities for continuous learning and advancement?
• Is this a workplace culture I want to be a part of?

Ultimately, choosing that first job is more than just landing employment—it sets the tone for how new nurses view the profession as a whole.

Creating a Culture Where Nurses Thrive in Transition-to-Practice

Larissa tied her presentation to the U.S. Surgeon General’s Framework for Workplace Mental Health & Well-Being, outlining five essentials for supporting NGNs:

1. Protection from Harm – Prioritize safety, normalize mental health support, and ensure DEIA initiatives are active.
2. Connection & Community – Help NGNs form relationships and find belonging, especially in new environments.
3. Work-Life Harmony – Respect boundaries and promote flexible scheduling.
4. Mattering at Work – Involve NGNs in decisions and recognize their contributions.
5. Opportunity for Growth – Create visible pathways for advancement and continuing education.

One Size Doesn’t Fit All: Know Your Workforce

Drawing on McKinsey’s “five workforce personas,” Larissa described the unique values of different demographic groups—from idealists and do-it-yourselfers to caregivers and “relaxers.” The common thread? Everyone wants purpose. Flexibility, community, and career development are no longer perks—they’re expectations.

Moving Forward by Looking Back

Larissa closed with a powerful call to action for educators, leaders, and preceptors: “Think back to your own journey. Who supported you? Who believed in you? Now it’s your turn to be that person for someone else.”

The next generation of nurses is entering a profession in flux. With thoughtful support, intentional mentorship, and a shared commitment to growth, we can help them not only survive but thrive.

Takeaways for Nurse Educators and Leaders:

• Transition to practice begins before graduation.
• Mentorship, coaching, and community-building are critical.
• Onboarding should be competency-based and personalized.
• Guide students to choose roles aligned with their values—not just a job, but a career foundation.
• Continue to push for innovation—yesterday’s solutions won’t fix today’s problems.
• Most importantly, show students what’s possible. Because once they can see it, they can be it.

Get Started Today — Transform your Nursing Strategy

StaffGarden by Ascend Learning’s digital competency management unlocks powerful transparency for nursing leaders, with cross-organization RN competencies designed to promote development of clinical judgment skills and ancillary training programs to enrich strong talent pipelines.

Schedule time for a consultation with one of our advisors to learn more about how we can help you empower your workforce to thrive.