An example that comes to mind is when we had 2 brand new Grads that were scheduled on the same rotation. We were in the middle of a transition in management and unfortunately, this issue was not recognized for a few months. The goal was to get the positions filled so that the staffing gaps were minimal. The positive outcome was that the seasoned staff from the other 2 rotations were able to advocate at the staff meeting the learning potential for these new grads if they were paired up with more experienced nurses on different rotations. The new grads also spoke up and felt that their confidence would increase as well as their knowledge if they could learn from staff who have been at the home longer. In the end, the schedules were changed and 6 months later, the new grads felt more confident in their abilities to handle acute events and perhaps it helped in retention of the Nurses because they were able to learn from their peers.