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What might be the reasons for staff not seeing those more senior to them talking about their own health and wellbeing or role-modelling behaviours which promote health and wellbeing?

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What might be the reasons for staff feeling exhausted at the end of the working day, to the point that it negatively impacts on their ability to participate in activities outside of work?

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workload is too high

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Workload is not manageable

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Not taking breaks - too much screen time...

over working contracted hours

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Nature of the work, the responsibility of providing a protective factor to those in our care, that we never really switch off, and are always proverbially "plugged in" to what's happening at the service.

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Workload is not realistic

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If they are in a managerial role, they aren't delegating work to the team proportionately or utilising everyone's skills, resulting in exhaustion for them and possibly others too.

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Worrying over a particular issue concerning the resident they support/mentor

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Culture of feeling like we can't say no to work requests even if totally unplanned

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worries about what you might walk into everyday... constantly being plugged in

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worries about what you might walk into everyday... constantly being plugged in

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unable to turn off if something has happened

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Taking work home with them or working very long hours, making it harder to switch off

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Weekly/ Monthly Plans feel like they are never actualised as additional things appear in our workload without notice and unpredictable things bring focus which depletes energy as prioritising can feel lonely and overwhelming

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Home based workers feeling the need to complete work after their normal working hours.

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Not sharing or offloading when they have had a challenging day. Could result in over worrying, over thinking, not being able to relax

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Feeling like workload never ends

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Conflicting priorities between departments and being caught between them.

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Be perfect-trying to do everything

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There will always be something else to be done - can't rest

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someone has to cover- more work falls to others - shift cover-oncalls

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Not taking effective breaks- no space for staff onsite/ high levels of lone wokring or not enough rescources to leave site

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Worrying that an emergency call will come from work, fear to switch off your work mobile

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Menopausal symptoms

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Expectation that you cannot say no

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Organising their workload and others being mindful that one person’s priority might not be the same as theirs.

Solution: Having open conversations about the reality of their workload and deadlines. Being honest to a person requesting a work to be done about what your capacity is, the person requesting to be mindful and asking if it is realistic for someone to complete a piece work with short deadlines.

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Reasons vary depending on role

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communication needs to be exact and to the point of the subject and not convoluted which can make some people worry when its nothing to do with them in the end...

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If going on annual leave and returning to work to a lot of emails, some that don’t require responses/actions, can be overwhelming, therefore the purpose of the holiday goes out the window.

Solution: People should consciously be checking if someone is on annual leave and taking into consideration if they need to send that email at that point or if they can go to someone else with the query or wait until the person returns from leave to send an update/request.

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neighbourhood manager patches can be unrealistic - travel time can be up to 6 hours return and then work still has to be completed.

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Not enough open communication about exhaustion, deadlines, or how someone is doing.

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working form home - not moving from your lap top all day...

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may not be in the same head space as other senior managers thinking

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may feel its too private to discuss and doesn't want to burden anybody else with it

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unable to prioritise their own health and wellbeing so struggle to model it

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unable to prioritise their own health and wellbeing so struggle to model it

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Worried about stigma and how this may appear

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may be a bad manager!

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Worried about appearance and not adhering to the stereotype.

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May not feel they want to burden others, who already work in stressful environments.

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concern it may affect staff negatively to know that a manager is struggling

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Most times our teams only see senior managers virtually via Teams working from home

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Unable to understand their own mental health and therefore not role modelling what to do when someone needs help.

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Staff might think that being in a managerial position makes you all powerful. Staff cannot not understand the Manager's going through stress

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could over share and make the staff member feel uncomfortable

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Understanding everyone has work pressures and feels that they shouldn't add to it

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Manager not willing to share with staff their stress

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Used to a culture where health and wellbeing was never prioritised, therefore not leading by example.

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Not talking about mental health or wellbeing so they don't come across 'soft' and don't want people to take advantage of their 'human element'.

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they may come from previous jobs with very different cultures

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oversharing!!! how much to they need to share and is it blurring boundaries

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Appropriateness - not may be appropriate to share with team all the time, might be sharing with peers or line manager.

Modelling behaviour like not working late all the time, sets an example of expectations.

There can be other ways to show that managers care about wellbeing (sharing benefits, sharing things like doing wellbeing activities in their personal time, reminders to drink water)

Being involved in wellbeing check-ins

Sharing impact a difficult situation may have had on them.

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May not have enough opportunity for informal conversations with leaders where these issues can come up

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Want to prevent others using you weakness against you if you are too open

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Don't want to burden team (if a manager), or burden your manager

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There may be subtle ways this is promoted rather than talking openly about MH- for example they bring wellbeing to each 121, team check in, office has info displayed, they leave on time and take breaks....

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sometimes sharing isn't enough and people probe for more...

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Not seen as a priority to discuss H&WB

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Staff lacking empathy for their manager.

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Have seen a positive shift in culture since joining. People are more open than before to share and promote wellbeing. But there may be pockets of teams where this is not happening, and this needs to be looked into further

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Takes time to shift culture and feel comfortable discussing openly