Importance of Workplace Social Connections

Healthcare organisations encouraging newly graduated registered nurses (NGRN) to build and maintain social connections often showcase a positive image within their broader community through exceptional patient care. When NGRNs are offered an olive branch of emotional safety and colleague support, their workplace response is often matched with the same attitudes and behaviours that correspond with the very heart of their profession (Frangieh et al., 2024; Najafi & Nasiri, 2023).

Workplace networking and social connections formed by NGRNs are pivotal for transition-to-practice success. Strong relationships with experienced nurses fulfil social desires of acceptance and an increased sense of personal value and belonging (Mellor et al., 2017; Spence et al., 2018). Social connections between NGRNs support learning and solidarity through shared experiences. This therapeutic and empowering process promotes acknowledging similarities in clinical events and discussing perceived barriers, solutions, and achievements (Mellor et al., 2017; Wood et al., 2022).

Are Social Connections Underestimated?

Recent research has emerged into the emotional and clinical performance risks for NGRNs whose employment environments have a limited focus on workplace social connections (Jordan, 2023). This concept is gathering increasing attention as reduced workplace social connections have shown detrimental effects on nurses' well-being and retention rates. The phenomenon of NGRNs experiencing social isolation has been evidenced for a long period of time. However, the Covid-19 pandemic shifted this concept into the spotlight, sparking numerous new enquiries (Frangieh et al., 2024; Wood et al, 2022).

Through adversity, resilience and adaptability were born and are now known to be key attributes of the nursing profession (Frangieh et al., 2024; Middleton et al., 2022). This has led to underestimating how crucial social connections can be for supporting and guiding NGRNs (Frangieh et al., 2024). Resilient or not, NGRNs require social connections for their development and professional growth (Holt-Lunstad et al., 2017). However, the common practice of the nursing profession is to accept that emotional and practical demands are entwined within this role. Furthermore, embracing these realities will enable NGRNs to be flexible in practice and expectations within challenging and unpredictable settings (Middleton et al., 2022). Social connection as a standalone element that can increase NGRN confidence, competence and clinical performance is often disregarded without the available evidence to develop effective interventions (Holt-Lunstad et al., 2017).

Impact on Clinical Performance, Competence, and Confidence

A loss of control, time pressures and unmet clinical expectations often accompany the transition to practice. These unexpected hurdles negatively affect NGRN's self-confidence in professional abilities and task performance, elevating discomfort in engaging with new, unchartered skills (Ebrahimi et al., 2016). Interwoven with these concerns is the dismal control over their unpredictable workplace environments (Najafi & Nasiri, 2023). Appropriate sources of socio-emotional support can counteract the substantial spectrum of anxiety, mental exhaustion, despair, fear, and helplessness often experienced by NGRNs (Mellor et al., 2017).

Research emphasises the vitality of NGRN workplace social connections in reducing occupational stress and increasing motivation, clinical skills, critical thinking, job satisfaction and self-esteem. This, in turn, boosts NGRN confidence, which improves practical abilities and clinical comprehension as they build their capacity through enhanced, confident communication (Najafi & Nasiri, 2023). Competence development is a crucial element of graduate nursing programs, and it naturally follows confidence. This ensures that NGRNs have the skills and knowledge required for safe, effective, entry-level patient care (Hyun et al., 2022). Therefore, boosting confidence and competence directly, which increases clinical performance while navigating these new roles (Ebrahimi et al., 2016; Frangieh et al., 2024).

Strategies to Build Connections

Fostering NGRN engagement within workplace social networks sparks new workplace friendships. This increases professional comradery and peer support, expanding their exposure and access to available supports and professional perspectives (Feltrin et al., 2019: Mellor et al., 2017). Recent studies outline how implementing team training encourages social networking,and enhancing social support. Instrumental within holistic, emotional prosperity diminishes many negative effects of the emotional strains described by NGRNs (Chang & Cho, 2021; Feltrin et al., 2019). Encouraging NGRNs to seek guidance through a cohort of mentors builds confidence through constructive feedback and ad hoc learning opportunities (Mellor et al., 2017). Having the confidence to engage in skill acquisition enables NGRNs to develop their professional competence. When competence and confidence are boosted, clinical performance becomes streamlined and efficient, enabling NGRNs to engage in a higher level of critical thinking (Feltrin et al., 2019).

Practical Implications

The practical implications of encouraging workplace social connections for NGRNs include job satisfaction leading to increased employee retention and perseverance, which flourishes through optimal adaption and skill acquisition in the face of challenges (Feltrin et al., 2019). Organisational support to build social workplace connections may improve NGRN's commitment to their health service, reducing attrition even when faced with pressure (Ebrahimi et al., 2016). Further research into how nurses socially integrate into workplace culture can support comprehension of how to implement networking opportunities best to increase clinical performance and patient outcomes (Chang & Cho, 2021).

References

Chang, H. E., & Cho, S. H. (2021). The influence of social support on the relationship between emotional demands and health of hospital nurses: A cross-sectional study. Healthcare (Basel, Switzerland), 9(2), 115. https://doi.org/10.3390/healthcare9020115.

Ebrahimi, H., Hassankhani, H., Negarandeh, R., Gillespie, M., & Azizi, A. (2016). Emotional support for new graduated nurses in clinical settings: A qualitative study. Journal of Caring Sciences, 5(1), 11–21. https://doi.org/10.15171/jcs.2016.002.

Feltrin, C., Newton, J. M., & Willetts, G. (2019). How graduate nurses adapt to individual ward culture: A grounded theory study. Journal of Advanced Nursing, 75(3), 616–627. https://doi.org/10.1016/j.nepr.2015.01.009.

Frangieh, J., Hughes, V., Edwards-Capello, A., Humphrey, K. G., Lammey, C., & Lucas, L. (2024). Fostering belonging and social connectedness in nursing: Evidence-based strategies: A discussion paper for nurse students, faculty, leaders, and clinical nurses. Nursing Outlook, 72(4), 102174. https://doi.org/10.1016/j.outlook.2024.102174.

Holt-Lunstad, J., Robles, T. F., & Sbarra, D. A. (2017). Advancing social connection as a public health priority in the United States. The American Psychologist, 72(6), 517–530. https://doi.org/10.1037/amp0000103.

Hyun, A., Tower, M., & Turner, C. (2022). The current contexts of newly graduated nurses' competence: A content analysis. Healthcare (Basel, Switzerland), 10(6), 1071. https://doi.org/10.3390/healthcare10061071.

Jordan, M. (2023). “The power of connection: Self-care strategies of social wellbeing.” Journal of Interprofessional Education and Practice, 31, 100586. https://doi.org/10.1016/j.xjep.2022.100586.

Mellor, P., Gregoric, C., & Gillham, D. (2017). Strategies new graduate registered nurses require to care and advocate for themselves: A literature review. Contemporary Nurse, 53(3), 390–405. https://doi.org/10.1080/10376178.2017.1348903.

Middleton, R., Kinghorn, G., Patulny, R., Sheridan, L., Andersen, P., & McKenzie, J. (2022). Qualitatively exploring the attributes of adaptability and resilience amongst recently graduated nurses. Nurse Education in Practice, 63, 103406. https://doi.org/10.1016/j.nepr.2022.103406.

Najafi, B., & Nasiri, A. (2023). Support experiences for novice nurses in the workplace: A qualitative analysis. SAGE Open Nursing, 9, 23779608231169212. https://doi.org/10.1177/23779608231169212.

Spence Laschinger, H. K., Wong, C., Read, E., Cummings, G., Leiter, M., Macphee, M., Regan, S., Rhéaume-Brüning, A., Ritchie, J., Burkoski, V., Grinspun, D., Gurnham, E.M., Huckstep, S., Jeffs, L., Macdonald-Rencz, S., Ruffolo, M., Shamian, J., Wolff, A., Young-Ritchie, C., & Wood, K. (2019). Predictors of new graduate nurses’ health over the first 4 years of practice. Nursing Open, 6(2), 245–259. https://doi.org/10.1002/nop2.231.

Wood, R. E., Brown, R. E., & Kinser, P. A. (2022). The connection between loneliness and burnout in nurses: An integrative review. Applied Nursing Research, 66, 151609. https://doi.org/10.1016/j.apnr.2022.151609.

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