Sense making - the potential why? by

Role Modelling

esmebutterfield1 — 2024-09-03 14:35:35 UTC

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?

Exhaustion

esmebutterfield1 — 2024-09-03 14:38:39 UTC

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?

esmebutterfield1 — 2024-09-04 08:21:22 UTC

workload is too high

2024-09-04 08:21:29 UTC

Workload is not manageable

Exhaustion

2024-09-04 08:21:50 UTC

Not taking breaks - too much screen time...

over working contracted hours

Can feel like no end to the working day

2024-09-04 08:22:02 UTC

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.

2024-09-04 08:22:30 UTC

Workload is not realistic

2024-09-04 08:22:33 UTC

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.

2024-09-04 08:22:44 UTC

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

esmebutterfield1 — 2024-09-04 08:22:47 UTC

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

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

2024-09-04 08:23:00 UTC

Exhaustion

2024-09-04 08:23:01 UTC

unable to turn off if something has happened

2024-09-04 08:23:20 UTC

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

Planning/Organisation

2024-09-04 08:24:11 UTC

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

2024-09-04 08:24:16 UTC

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

2024-09-04 08:24:23 UTC

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

2024-09-04 08:24:38 UTC

Feeling like workload never ends

2024-09-04 08:24:46 UTC

Conflicting priorities between departments and being caught between them.

Individual drivers

2024-09-04 08:25:12 UTC

Be perfect-trying to do everything

2024-09-04 08:25:26 UTC

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

absence levels

2024-09-04 08:25:43 UTC

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

Breaks

2024-09-04 08:26:13 UTC

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

2024-09-04 08:26:35 UTC

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

2024-09-04 08:28:06 UTC

Menopausal symptoms

2024-09-04 08:30:32 UTC

Expectation that you cannot say no

witnessing trauma

2024-09-04 08:36:04 UTC

2024-09-04 08:37:25 UTC

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.

2024-09-04 08:37:32 UTC

Reasons vary depending on role

exhaustion

2024-09-04 08:37:32 UTC

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...

2024-09-04 08:37:44 UTC

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.

exhaustion

2024-09-04 08:38:31 UTC

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

2024-09-04 08:38:31 UTC

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

exhaustion

2024-09-04 08:39:15 UTC

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

role modelling

2024-09-04 08:41:53 UTC

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

role modelling

2024-09-04 08:42:20 UTC

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

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

2024-09-04 08:42:23 UTC

Perception

2024-09-04 08:42:44 UTC

Worried about stigma and how this may appear

role modelling

2024-09-04 08:43:10 UTC

may be a bad manager!

2024-09-04 08:43:21 UTC

Worried about appearance and not adhering to the stereotype.

Role Modelling.

2024-09-04 08:43:33 UTC

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

2024-09-04 08:43:37 UTC

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

Geographically dispersed services

2024-09-04 08:43:47 UTC

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

2024-09-04 08:44:01 UTC

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

2024-09-04 08:44:13 UTC

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

role modelling

2024-09-04 08:44:18 UTC

could over share and make the staff member feel uncomfortable

2024-09-04 08:44:24 UTC

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

2024-09-04 08:45:03 UTC

Manager not willing to share with staff their stress

2024-09-04 08:45:04 UTC

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

2024-09-04 08:47:12 UTC

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'.

esmebutterfield1 — 2024-09-04 08:47:56 UTC

they may come from previous jobs with very different cultures

role modelling

2024-09-04 08:49:31 UTC

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

2024-09-04 08:56:14 UTC

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.

2024-09-04 08:56:16 UTC

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

Showing vulnerability

2024-09-04 08:57:01 UTC

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

2024-09-04 08:57:01 UTC

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

subtle

2024-09-04 08:57:01 UTC

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....

role modelling

2024-09-04 08:57:02 UTC

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

2024-09-04 08:57:20 UTC

Not seen as a priority to discuss H&WB

2024-09-04 08:57:25 UTC

Staff lacking empathy for their manager.

2024-09-04 08:57:32 UTC

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

2024-09-04 08:57:49 UTC

Takes time to shift culture and feel comfortable discussing openly