LAUSR

316 Before the pandemic, there was concern about the effects of the predicted experience–complexity gap, which had experienced nurses leaving the workforce in droves—thus leaving organizations having to rely on novice nurses who would be unprepared to provide adequate care to a patient population with numerous complexities (Virkstis et al., 2019). However, the pandemic has expedited the exodus of nurses from all levels of Benner’s novice-to-expert model. Hence, causing a nursing shortage of such monumental concern that the American Nurses Association (ANA) called for the U.S. Department of Health and Human Services to declare a national healthcare crisis (ANA, 2021, para. 1). As healthcare organizations search for strategies to fill nursing vacancies, nursing professional development (NPD) practitioners must be innovative in their orientation programs to safely and effectively onboard novice staff. This shortage cannot be addressed without considering how to maintain preceptor satisfaction as they take on increased workloads while training new staff. The delicate balance between precepting and carrying a patient load has always been challenging. However, with the current nursing shortage, patient loads are increasing, thus adding to the difficulties of the preceptor role. Orienting a new hire while performing safe patient care in an understaffed environment seems impossible. However, this is the current reality leadership, NPD practitioners, and frontline staff must navigate. So, how do we ensure that preceptors do not become a statistic, following their colleagues out of the nursing field because of a perceived lack of support? NPD practitioners can use their roles as a leaders and