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Modelling: do as I do

1 min read

The pandemic has required us to work in different ways, often for longer hours and under great pressure. We’ve been urged to pace ourselves, for a “marathon not a sprint”, but that’s hard to do when we are working in health and social care and see the needs of patients, clients and staff.

Managers influence the tone and culture in the workplace and this is especially important when we talk about staff well-being. There’s little point trying to encourage your staff to take care of themselves if you’re not looking after yourself. Be aware that if you don’t take breaks, and are sending emails at midnight, your staff may feel they need to do the same.

Don’t underestimate the power you have to model the importance of rest and recuperation, both within the working day and outside of work.

Remember that we all do different things to relax so encourage people to do what works for them. Make people aware of the support that is available and make it easy for them to use it.

It’s OK to be OK; it’s OK not to be OK. We’re all human and we’re all in this together.

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