Self care is essential to well being - top tips
Self care is something many of us acknowledge as being important for our physical, psychological and emotional wellbeing. But what does ‘self care’ really mean? The National Institute of Mental Health defines it as,
“... taking the time to do things that help you live well and improve both your physical health and mental health.”
Adding that,
“[Self care] can help you manage stress, lower your risk of illness, and increase your energy. Even small acts of self-care in your daily life can have a big impact.”
Self care is essential to well being - how does this relate to the workplace?
Employees spend an average of 90,000 hours during their lifetimes working or at work. It’s a significant part of the human experience, yet 79% of employees say that it leads to them experiencing burnout, with 35% experiencing burnout at extreme levels. By creating a positive culture and enabling employees to engage in self care in the workplace, not only are you improving their well being; you’re creating opportunities for them to increase their energy levels, focus, creativity and productivity.
Acknowledging risk factors
Whilst all employees should be encouraged to engage in self care, there are certain risk factors where self care is doubly important. Key life events such as moving house, becoming a parent, grief, divorce, menopause, health difficulties and many more can all cause distress. Encouraging and enabling self care in these instances will prove beneficial for both the employee (enhanced wellbeing) and employer (retention and productivity).
I-ACT strategies for self care
One of the ways we support organisations in making self care a feature in their well being strategy is through our I-ACT training. We have two courses; one tailored to employees and another specific for managers and leaders. At both levels there is an overarching objective to aid the understanding and management of common mental health issues in the workplace.
Whether you’re at the start of your workplace well being journey, or you’re revisiting the important role self care plays in your organisation, we’ve put together 12 tips and tools for you to consider:
Tools and techniques (included in our our I-ACT training)
Use a clinically backed well being assessment tool
WEMWBS is a non-diagnostic tool recommended by the NHS to assess mental wellbeing. Created by a group of leading researchers, it asks the individual to score themselves against a series of statements based on how they are feeling and functioning. By using this tool you can capture how an employee is doing, using their results as a catalyst for further conversation.
The WEBWBS tool is included in our I-ACT manual, or you can purchase a licence to use it in your organisation here.
The Five Steps to Well being
The Five Steps to Well being was created by the NHS and the New Economics Foundation, based on research which identified that, by doing these five small but significant things every day, you can improve your mental health and well being. As a manager or leader, how can you find ways to incorporate these steps into your company culture?
Connect with others
Be physically active
Learn new skills
Pay attention to and give to others
Pay attention to the moment (mindfulness)
Well being windows - breaks and a time-slot for self care
Research has found that our brains perform much better when we have breaks between meetings. It improves our focus and performance, particularly for those who are frequently on calls. Which is why we recommend encouraging teams to block out time in their calendars to reset.
Tools and techniques (from Minds That Work)
Three step breathing space
The three step breathing space is a mindfulness meditation which can be done anywhere and at any time. It brings online the parasympathetic nervous system, assisting emotional regulation and recharging our energy and focus.
You can download a recording of the three step breathing space here.
Physical self care
Our minds and bodies are interconnected, and it is important we focus on self care for a body in addition to our mind. Focus areas should include;
Food and drink: how can your workplace encourage healthy eating?
Sleep: are employees getting enough sleep, and are you able to offer additional support?
Alcohol: can you take steps to educate employees on alcohol misuse, and ensure socials are not always centred around drinking?
Caffeine: in some instances caffeine can cause anxiety and sleep issues. Could too much caffeine be impacting the performance of your team?
Supportive actions you can take as a leader or manager
Encourage proper use of holidays
Since the pandemic we have become more technologically connected to work. This has resulted in ‘leavism’, a term coined to define those who take time away from work - such as annual leave - only to engage in meetings, tasks, calls and responding to emails. If a member of your team is excessively engaging in work on weekends, evenings or during annual leave, they are less likely to feel refreshed from their time away from work, and may need additional support to switch off.
Create safe ways for individuals to feedback
Speaking up and advocating for oneself is an act of self care. When you create a psychologically safe workplace where people can speak with you and share feedback, they are able to tell you what they need in order to do better and be happier in their roles.
Ensure employees know how to ask for help
Do all of your employees know what to do if they are struggling with their mental wellbeing? If not, simple guidance may help those come forward who have been suffering in silence. This guidance could include who to speak to, how to have conversation with your line manager about your wellbeing, and a suite of support services they could access outside of work.
Personal well being plans
Finally, as a manager one of the ways you can support employees is through well being plans - we provide training on this in our I-ACT course for leaders. Wellbeing plans can assist any employee who wants to participate in maintaining positive health and well being at work. Even better, you can incorporate them into your regular performance reviews, enabling you to focus on both the individual's work and their well being.
