A referral to Occupational Health was widely seen as an index of failure a sign that they could not cope. New performance management policies compounded this problem and left many feeling blamed and punished for their stress. In particular, the offer of counselling sessions was resented by many staff because it carried the implicit message that the problem arose from a deficiency or weakness within them. More traditional forms of individualised staff support were in contrast, viewed as unhelpful. This was associated with a reported upsurge in feelings of interconnectivity and compassion towards colleagues. ResultsAnalysis of the results revealed a significant reduction in attendees? appraisal of emotional labour and an increase in reflection. This was administered at the beginning and end of Schwartz Rounds. The key themes, which were extracted using Grounded Theory, were used to inform the development of a new measure, ?The Organizational Response to Emotions Scale?. MethodsA series of interviews were conducted with staff, regarding stress. The aim of this case study was to examine the impact of Schwartz Rounds on staff wellbeing and patient care.
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