If you feel out of your depth when supporting your team with mental health, you’re not alone. Research by MHFA England found that around a third of managers feel this way.
But recognising when an employee is struggling and needs some support is a crucial skill for team leaders. So, how can you tell when it’s time to ask someone if they’re okay?
Keep reading to learn more about:
- The daily wellbeing threats faced by social care professionals
- Why it helps if you can intervene early with wellbeing support
- How to spot when an employee needs help with their wellbeing
Here’s why it’s so important for care sector managers to be wellbeing-aware.
Work challenges that can impact social care workers’ wellbeing
In our article on creating a positive working environment in a care home, we looked at the unique combination of challenges that care workers have to overcome on a daily basis.
To recap, here are just two of the main reasons why social care workers face higher barriers than most when it comes to looking after their own health and wellbeing.
Feeling overworked and underpaid isn’t great for morale
A recent survey found that just 31% of NHS workers are satisfied with their level of pay – and only 32% think their organisation has enough staff for them to do their jobs properly.
When you’re stretched too thin to feel like a good carer, and you’re poorly rewarded for your efforts, it’s perfectly understandable if you feel stressed and unappreciated.
End-of-day exhaustion leaves little energy for self-care
With time and resources being so tight, care workers are more likely to turn up early and leave late – and to routinely work overtime. That doesn’t leave much room for personal care.
It’s easy, then, to see how a care professional could struggle to get the nutrition, exercise and rest they need – or to maintain healthy relationships with their friends and family.
The benefits of early wellbeing intervention
Research by the professional services company Deloitte suggests that poor employee mental health costs UK employers a staggering £51 billion per year.
Behind this figure is the physical and emotional strain on employees and their managers – which means being able to intervene early can bring some extremely useful benefits.
Helps prevent a tough situation from getting worse
Simply showing concern and asking if they need support may be enough to prevent a difficult time from turning into a more serious situation for your employee.
If it becomes clear they need specialist support, you can help them arrange time away from work, signpost them to professional help and encourage them to seek it.
Reduces sickness absence and improves retention
Employees who are struggling with their mental wellbeing are more likely to call in sick for work. As much as 12% of all UK sick days may be due to poor mental health.
What’s more, workers who feel their employer cares about their wellbeing will be less likely to leave – helping you avoid the emotional and financial costs of losing good people.
Maintains quality of work and relationships
When we’re struggling to cope at work, it can be wise for us to take some time off. When we don’t, the quality of our work and work relationships can start to deteriorate.
Intervening early can help your employee avoid problems related to their performance or behaviour, either of which could make their situation feel even more desperate.
Creates a culture of talking and empathy
As a manager, you can help to normalise talking about feelings at work. This can make employees more likely to speak up when they’re struggling, instead of suffering in silence.
Simply asking someone if everything is okay can be enough to start a conversation. Doing this routinely in your 1-2-1s can establish trust and show them it’s safe to open up.
How to identify early signs of stress and other challenges
A little quietness, irritability or pessimism isn’t always a sign of a problem. But if you’ve noticed changes in an employee, it may be worth checking in with them.
Here are some questions to help you spot common signs of poor wellbeing.
Appearance and behaviour:
- Are they making less of an effort with their clothing or personal hygiene?
- Do they appear to have lost or gained a noticeable amount of weight?
- Does it seem as though they’re more tired than usual and lacking energy?
- Have they been complaining more of headaches, joint or back pain?
- If they’re a smoker, are they taking more cigarette breaks than usual?
Mood and attitude:
- Do they seem to be getting more irritated or angry about work matters?
- Have they experienced uncharacteristic disagreements with colleagues?
- Do they seem low, withdrawn or disinterested in their work and teammates?
- Have they lost their usual high levels of motivation, humour or ability to relax?
- Do they seem newly anxious about their performance or position at work?
Work and productivity:
- Are they making more mistakes, or mistakes that seem uncharacteristic?
- Do they seem to be having difficulty taking, or remembering, instructions?
- Do they appear to be less confident or decisive with routine tasks?
- Does it seem as though they’re getting less enjoyment from their work?
- Have they been taking more risks in their work lately?
Timekeeping and absence:
- Has there been a noticeable increase in their sickness absences?
- Are they working longer hours or in a more intense manner than usual?
- Have they been arriving too early or consistently late for their shifts?
- Are they taking more/longer or fewer/shorter breaks during the day?
- Do they seem to be struggling to cope with their regular workload?
What you’re really staying alert to is change. Uncharacteristic or sudden changes in mood, behaviour and performance can let you know that someone needs your support.
Support team wellbeing with online learning from FuturU
It’s important to remember that you’re not a therapist or a GP. Your vigilance and compassion are not a substitute for professional help – if that’s what your employee needs.
Signposting the person to their GP, your organisation’s employee helpline (if you have one) or to the mental health charity Mind would still be valuable support.
We’ve also developed our own suite of wellbeing resources, designed to help you and your staff. Learn more about how to support your team’s wellbeing with FuturU.
