The education expenditure of a novice is a necessary cost of the healthcare system, which can deteriorate the shortage of nurses. The turnover rate of the novice in an operation room of a medical center in Taiwan was 55%. The investigation of this shortcoming revealed the following reasons: 1. stress from the workload, 2. unable to catch up to the work progress, 3. inconsistency in the tutoring skills of preceptors, 4. the frequency of preceptors in changing shifts, 5. preceptors working under pressure, and 6. impractical design of learning profile. Therefore, the purpose of this project is to reduce the turnover rate of new recruits in the operating room during the trial period. We implemented the following strategies: hold symposiums of the novice; redesign the educational program for the novice; periodic events for the surgical specialist education programs; demonstration and reverse demonstrations of surgical techniques; conduct a positive mindset camp for preceptors to improve their energy; regularly conduct clinical preceptors consensus conference; hiring of more certificated preceptors; fixed working shifts; provide stress relief programs; and revise the learning passport for the novice. After the implementation of the program, the turnover rate of novices in the operating room fell to 16.7%, thus achieving the purpose of the project.