Managerial Wellbeing
In the ever-evolving landscape of the modern workplace, the concept of employee wellbeing has taken centre stage. Managers and leaders have recognised the profound impact that a robust wellbeing strategy can have on their teams' productivity, engagement, and overall satisfaction. However, amidst the hustle and bustle of ensuring their team's welfare, managers often overlook a crucial component:
their own wellbeing.
Recognising the Neglected Wellbeing
The pressures and responsibilities of managerial roles are unique. From juggling multiple tasks to addressing conflicts and making tough decisions, managers often find themselves stretched thin. In the process of supporting their teams, they may unintentionally neglect their own wellbeing. This oversight can lead to burnout, decreased job satisfaction, and even negatively impact their ability to lead effectively
Leading by Example
By actively addressing managerial wellbeing, organisations send a powerful message: leadership is a shared journey that values the health and happiness of all team members. Managers who practice self-care and prioritise their wellbeing set a positive example for their teams, fostering a culture where everyone’s needs are acknowledged and met.
A well-rounded employee wellbeing strategy is incomplete without considering the wellbeing of the managers who steer the ship. Recognising their unique challenges and providing tailored support not only ensures better outcomes for managers but also ripples through the team, creating an environment where everyone can thrive. As organisations continue to refine their approach to employee wellbeing, the integration of managerial wellbeing should be a non-negotiable component, leading to a harmonious and productive workplace for all.
So before embarking on the journey of developing your organisation’s Wellbeing Strategy, bear in mind the timeless adage: in times of emergency, it’s most prudent to secure your own oxygen mask before assisting others!
Incorporating Managerial Wellbeing
Stress Management
Just as employees benefit from stress management techniques, managers should have access to resources that help them navigate the pressures of their role. This could include training on time management, delegation, and resilience-building.
Regular Check-ins
Just as managers conduct performance evaluations for their team, organisations should implement regular check-ins with managers to assess their own wellbeing, job satisfaction, and potential areas of improvement.
Continuous Learning
Opportunities for skill development and leadership training can boost confidence and effectiveness, ultimately reducing stress associated with feeling ill-equipped for the role.
Supportive Networks
Creating peer-to-peer support networks or mentorship programs can give managers a platform to share challenges, seek advice, and receive validation.
Work-Life Balance
Try and set boundaries and maintain a healthy work-life balance. By modelling this behaviour, you can inspire your team members to do the same.
Flexibility
Offering flexibility in work arrangements can benefit managers as much as it benefits their team members. This can lead to improved morale, reduced stress, and increased overall job satisfaction.
What are the main regulations governing Mental Health & Wellbeing at work in the UK?
In the United Kingdom, the regulation and promotion of mental health at work are primarily governed by several key pieces of legislation and guidelines. Here are some of the main regulations:
This foundational legislation places a general duty on employers to ensure the health, safety, and welfare of their employees, including their mental well-being.
The Equality Act addresses discrimination and promotes equal opportunities for all, including individuals with mental health conditions. It prohibits discrimination in the workplace based on disability, which includes mental health conditions.
The Employment Rights Act 1996 outlines statutory employment rights in the UK, covering various aspects of the employer-employee relationship. This includes protection against unfair dismissal, the right to request flexible working, and more.
These regulations require employers to conduct risk assessments, which should also consider the potential impact on employees’ mental health.
This act removed certain legal restrictions on people with mental health conditions, promoting fair treatment and reducing stigma.
HSE provides guidelines on managing work-related stress. Employers are encouraged to assess and manage the risk of stress in the workplace.
Employers are advised to provide access to occupational health services, which can support employees with mental health issues.
The Mindful Employer initiative encourages employers to adopt good practice towards mental health in the workplace. It involves making a public commitment to the mental well-being of employees.
Employers are expected to foster a positive and supportive work environment, promote mental health awareness, and provide necessary accommodations for employees with mental health conditions as part of their legal obligations.