Evaluation and research
Although Schwartz Rounds are currently running in UK veterinary practices , there has not yet been any research into their use in the veterinary environment . The largest longitudinal study in the human medical field , conducted by Maben et al ., 13 sought to find links between participation in Rounds and improved staff wellbeing , social support , compassion and empathy . This research discovered that staff attending Rounds :
• Develop an understanding of one another ’ s work
• Report lower levels of stress
• Feel less isolated at work
• Understand that senior employees have similar experiences to themselves , leading to flattened hierarchies
• Are more able to address a patient ’ s emotional needs
• Experience increased empathy for patients and colleagues .
The author ' s own experience of Rounds in veterinary practice , although anecdotal and from feedback forms , shows that the experiences of veterinary team members are positive . A culture shift , resulting in open communication and an increase in help-seeking , has been experienced . Colleagues caring for one another and understanding each other ' s perspectives has also been observed , as well as a reduction in the stigma of asking for help and support . This was attributed to the overall culture of the organisation , with Schwartz Rounds being one part of the picture .
Organisational leaders at the practice support Schwartz Rounds and are often on the panel . Participants appreciate the honesty of senior team members in sharing their stories and the ripple effects of team members supporting one another are far-reaching .
Schwartz Rounds have been running in the author ’ s organisation for 4 years and it is hoped that , as Lown and Manning 14 stated , the impact increases the more Schwartz Rounds each team member attends . Of the team members attending Schwartz Rounds , over 80 % rate the Rounds as ‘ excellent ’ or ‘ exceptional ’, and attendees repeatedly return .
However , further promotion of Rounds to unfamiliar staff is required , with encouragement to attend . Some team members find the format uncomfortable to begin with , as the nature of the reflective space and lack of problem-solving feels counter-cultural . The next steps will be to collect and analyse these data . More needs to be done to reach those not attending and to understand the barriers to their attendance , so discussion with non-attendees will be imperative .
Are Schwartz Rounds a panacea for veterinary wellbeing ?
Going forward , more research needs to be conducted into the benefits of Schwartz Rounds for veterinary professionals and lay staff . Schwartz Rounds do not replace team meetings , clinical governance , staff appraisal or development and good HR practices . Further , this type of meeting does not suit everyone , and they are not mandatory so team members cannot be forced to attend . However , it would be interesting to examine the perception of Rounds among nonattendees to see if inclusion can be enhanced .
Rounds do not ‘ fix ’ a problem culture , or treat or prevent mental ill health . They should not be undertaken lightly or without thought for the sustainability of the project . Although they have thrived in an organisation already prioritising team wellbeing , research needs to be conducted into the benefits for different-sized veterinary teams and settings . There are many similarities between the veterinary profession and the medical profession but there are also many differences , so relying on research from the field of human healthcare is not wholly appropriate .
The range in size and type of veterinary businesses means Schwartz Rounds may need to be tailored to the organisation . For geographically diverse teams and ambulatory vets , the location of the Schwartz Rounds will be important , to ensure they are accessible for all . The author feels that the smaller size of veterinary organisations ( compared with large NHS trusts ) means further work on the culture of the organisation may be required to garner trust before implementing Schwartz Rounds .
Volume 37 ( 5 ) • November 2022
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