Task-oriented preceptors shape the way new graduate nurses function in the workplace—but are they preparing them to think critically or just complete a checklist? When preceptors focus solely on getting through a shift, they risk creating nurses who lack the confidence and clinical judgment needed for independent practice.
The Problem: When “Just Get It Done” Becomes the Standard
I hate to it do but let’s go back to Nursing school. Nursing 101, as the OG’s would say. We weren’t trained to follow protocols and check off to-do lists. It wasn’t about tasks but rather implementing the care plan. If a new nurse’s orientation is only about completing tasks—without understanding the rationale behind them—several things happen:
- They focus on completing care rather than understanding it.
- They struggle with critical thinking when things don’t go as planned.
- They feel overwhelmed when preceptors aren’t there to tell them what to do next.
- They lack the confidence to question orders or advocate for patients.
This isn’t just a new nurse problem—it’s a preceptor problem.
Why This Keeps Happening
Many preceptors were never trained in how to teach. They default to what they know: a checklist approach, thereby becoming, task-oriented preceptors. Instead of guiding new grads through clinical decision-making, they rush through orientation by saying, “Do this first, then that,” “Just get it done,” or “You’ll figure it out later.”
The result? A new nurse who can complete a shift but struggles to function independently.
The Solution: Preceptors Must Be More Than Taskmasters
To break the cycle, preceptors must shift from ‘doer’ to ‘teacher.’ This means:
- Explaining the why – Instead of saying, “Give this med at 0900,” say, “We give this before breakfast because…”
- Encouraging decision-making – Instead of listing tasks, ask, “What do you think should come first?”
- Allowing mistakes (within reason) – Let orientees make decisions and debrief afterward.
- Using real-time reflection – “How did you decide that? What were you thinking?”
How to Deal When Your Organization Doesn’t Invest in Their Preceptors
Not every hospital invests in preceptor training—and that’s ok. You can still develop your own skills and create a better experience for your orientee. It starts with being the preceptor you needed when you were a new grad nurse. Consider online resources, workshops, or journals to refine your teaching approach. But also, shift from task training to critical thinking. Ask questions, lots of why questions. And the answer can never be “because the doctor ordered it.” But ok, say you do you get that answer; follow up with “Well why did the doctor order it? How does this order apply to this patient?” This will help your orientee connect actions to outcomes, so they build clinical judgment. Most importantly, keep track of strategies that help your orientees succeed. Like them, ensure you also invest in a handy dandy notebook.
In closing, precepting isn’t just about teaching skills—it’s about shaping how new nurses think, prioritize, and advocate. Even if your hospital doesn’t provide formal training, you have the power to break the cycle of task-oriented nursing.