Why the ‘wobble room’ is a vital sanity saver

Bates, Jane

doi:10.7748/ns.35.6.12.s7

Cited by 4 publications

(2 citation statements)

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“…Many hospital trusts have engaged teams to rapidly create respite spaces for staff [14][15], albeit the same concept has been labelled in many ways: 'wobble rooms', 'time-out rooms', 'chill-out rooms' 'safe rooms', 'rainbow rooms' and 'wellbeing centres'. These facilities are usually located in non-COVID areas and for frontline workers they provide an opportunity for staff to remove themselves from the clinical environment and gain solace from the pressures of dealing with coronavirus.…”

Section: Dedicated Wellbeing Centresmentioning

confidence: 99%

COVID-Well: Evaluation of the Implementation of Supported Wellbeing Centres for Hospital Employees During the COVID-19 Pandemic

Blake

Yıldırım

Wood

et al. 2020

Preprint

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Supported Wellbeing Centres have been set up in UK hospital trusts in effort to mitigate the psychological impact of COVID-19 on healthcare workers, although the extent to which these are utilised and the barriers and facilitators to access are not known. The aim of the study was to determine facility usage and gather insight into employee wellbeing and the views of employees towards this provision. The study included i) 17-week service use monitoring, ii) employee online survey with measures of wellbeing, job stressfulness, presenteeism, turnover intentions, job satisfaction, and work engagement as well as barriers and facilitators to accessing the Wellbeing Centres. Over 17 weeks, 14,934 facility visits were recorded across two sites (peak attendance in single week n= 2,605). Facilities were highly valued, but the service model was resource intensive with 134 wellbeing buddies supporting the centres in pairs. 819 hospital employees completed an online survey (88% female; 37.7% working in COVID-19 high risk areas; 52.4% frontline workers; 55.2% had accessed a wellbeing centre). There was moderate-to-high job stress (62.9%), low wellbeing (26.1%), presenteeism (68%) and intentions to leave (31.6%). Wellbeing was higher in those that accessed a wellbeing centre. Work engagement and job satisfaction were high. Healthcare organisations are urged to mobilise access to high-quality rest spaces and Psychological First Aid, but this should be localised and diversified. Strategies to address presenteeism and staff retention should be prioritised, and high dedication of healthcare workers should be recognised.

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Section: Dedicated Wellbeing Centresmentioning

confidence: 99%

COVID-Well: Evaluation of the Implementation of Supported Wellbeing Centres for Hospital Employees During the COVID-19 Pandemic

Blake

Yıldırım

Wood

et al. 2020

Preprint

View full text Add to dashboard Cite

show abstract

“…Many hospital trusts have engaged teams to rapidly create respite spaces for staff [ 14 , 15 ], albeit the same concept has been labelled in many ways: ‘wobble rooms’, ‘time-out rooms’, ‘chill-out rooms’ ‘safe rooms’, ‘rainbow rooms’ and ‘wellbeing centres’.…”

Section: Introductionmentioning

confidence: 99%

COVID-Well: Evaluation of the Implementation of Supported Wellbeing Centres for Hospital Employees during the COVID-19 Pandemic

Blake

Yıldırım

Wood

et al. 2020

IJERPH

105

View full text Add to dashboard Cite

Supported Wellbeing Centres have been set up in UK hospital trusts in an effort to mitigate the psychological impact of COVID-19 on healthcare workers, although the extent to which these are utilised and the barriers and facilitators to access are not known. The aim of the study was to determine facility usage and gather insight into employee wellbeing and the views of employees towards this provision. The study included (i) 17-week service use monitoring, (ii) employee online survey with measures of wellbeing, job stressfulness, presenteeism, turnover intentions, job satisfaction, and work engagement, as well as barriers and facilitators to accessing the Wellbeing Centres. Over 17 weeks, 14,934 facility visits were recorded across two sites (peak attendance in single week n = 2605). Facilities were highly valued, but the service model was resource intensive with 134 wellbeing buddies supporting the centres in pairs. 819 hospital employees completed an online survey (88% female; 37.7% working in COVID-19 high risk areas; 52.4% frontline workers; 55.2% had accessed a wellbeing centre). There was moderate-to-high job stress (62.9%), low wellbeing (26.1%), presenteeism (68%), and intentions to leave (31.6%). Wellbeing was higher in those that accessed a wellbeing centre. Work engagement and job satisfaction were high. Healthcare organisations are urged to mobilise access to high-quality rest spaces and psychological first aid, but this should be localised and diversified. Strategies to address presenteeism and staff retention should be prioritised, and the high dedication of healthcare workers should be recognised.

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An evaluation of the experiences of academics and practice educators who supported radiography students working on the temporary HCPC register during the COVID-19 pandemic

et al. 2021

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Introduction The COVID-19 pandemic has had a profound impact on all those residing in the United Kingdom, resulting in unprecedented changes being made to the education and training of healthcare students. Universities and practice partners had to respond quickly and work in close collaboration with Health Education England, to ensure the changes brought in by the Health and Care Professions Council (HCPC) emergency measures were implemented. The aim of this study was to explore the experiences of staff supporting final year diagnostic and therapeutic radiography students who joined the HCPC register early during phase one of the COVID-19 pandemic. Methods This study was informed by a phenomenological approach, in which a purposeful sample of eight participants comprising of six practice educators (PEs) and two academics. Semi-structured interviews and focus groups were conducted to collect the data via a virtual platform. Results The results highlighted three themes, Competence and the transition to registration, Support mechanisms and Communication. Both academics and PEs described how they observed the new registrants gaining confidence and competence during their time on the temporary register and suggested that professional bodies could consider curriculum changes to encompass a final transitional placement similar to their experience. They suggested that having robust support mechanisms and communication in place are essential for the success of this initiative. Conclusion The results provide insight into how PEs and academics supported new registrants to meet the necessary requirements of the HCPC register whilst working during the first phase of the COVID-19 pandemic. They highlight the importance of having robust support mechanisms and good communication in place to achieve this. Implications for Practice Some consideration could be made to changing the curriculum in the future to allow for early temporary registration and paid Band 4 final placements for students working as assistant practitioners.

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Why the ‘wobble room’ is a vital sanity saver

Cited by 4 publications

References 0 publications

COVID-Well: Evaluation of the Implementation of Supported Wellbeing Centres for Hospital Employees During the COVID-19 Pandemic

COVID-Well: Evaluation of the Implementation of Supported Wellbeing Centres for Hospital Employees During the COVID-19 Pandemic

COVID-Well: Evaluation of the Implementation of Supported Wellbeing Centres for Hospital Employees during the COVID-19 Pandemic

An evaluation of the experiences of academics and practice educators who supported radiography students working on the temporary HCPC register during the COVID-19 pandemic

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