Care workers have valuable knowledge to contribute to the improvement of their work environments. Yet incorporating their perspectives into organizational decision-making within long-term care facilities (LTCFs) has been an ongoing challenge. In this article we investigate a promising practice that brought workers and management together in weekly and bimonthly facilitated reflection meetings to identify and resolve problems. Drawing on observations as well as individual and group interviews, we sought to understand whether and how this intervention worked from the perspective of participants. Our study found that one of the main achievements was creating a safe space for workers to speak honestly. They felt heard and treated with respect. In this context, they were willing to surface concerns, failures, and problems for collective deliberation and action. The inclusion of a range of occupational groups ensured that the solutions developed were sensitive to context, including organizational and occupational realities. While the outcomes of the process were impressive, this paper highlights the relational work that created trust, respect, and a spirit of collaboration. We suggest that such facilitated reflection processes may serve as an important strategy to improve the organization of work in LTCFs, one that is particularly well-suited to the dynamic and relational nature of care.

护理人员拥有宝贵的知识，可以为改善他们的工作环境做出贡献。然而，将他们的观点纳入长期护理机构 (LTCF) 的组织决策中一直是一个持续的挑战。在本文中，我们研究了一种有希望的做法，该做法将工人和管理层聚集在一起，每周和每两个月举行一次反思会议，以发现和解决问题。根据观察以及个人和小组访谈，我们试图从参与者的角度了解这种干预是否有效以及如何有效。我们的研究发现，主要成就之一是为工人创造一个诚实说话的安全空间。他们感到自己被倾听并受到尊重。在这种背景下，他们愿意提出担忧、失败和问题，以供集体审议和采取行动。纳入一系列职业群体确保了所制定的解决方案对环境敏感，包括组织和职业现实。尽管这一过程的结果令人印象深刻，但本文强调了建立信任、尊重和协作精神的关系工作。我们建议，这种促进的反思过程可以作为改善长期护理基金工作组织的一项重要战略，这种组织特别适合护理的动态和关系性质。