2.2 Identify sources of support to manage own feelings when supporting an individual who is distressed

This guide will help you answer 2.2 Identify sources of support to manage own feelings when supporting an individual who is distressed.

Supporting someone who is distressed often stirs strong emotions for a health and social care worker. These feelings can range from sadness and frustration to helplessness or anxiety. If left unaddressed, such emotions can overwhelm you and affect your wellbeing and workplace performance. Finding the right support to manage your own feelings is vital. In this guide, we cover how to identify various ways to find support when working with distressed individuals. You will learn where and how to seek support, how to use it, and the benefits it brings to your practice.

Recognising the Need for Support

Working with distressed individuals can bring emotional challenges. You may feel responsible, frustrated, or even traumatised by certain experiences. These emotions can build up over time and may affect your health and the care you give.

When to seek support:

• If you feel constantly tired or drained after shifts
• If you start to avoid certain tasks or people
• When you find it hard to “switch off” after work
• If you find yourself feeling upset or angry at home or in the workplace
• When you notice changes in your sleep or appetite
• If you feel detached from your work or people in your care

These signs are not a weakness. Everyone needs support sometimes. Early recognition can help protect your wellbeing.

Sources of Support

There are several places to look for support. Some are formal, organised structures. Others are informal and based on personal relationships. Each offers a different type of help.

Line Manager or Supervisor

Your line manager or supervisor is often your first point of contact. They have a duty of care and can offer:

• A listening ear
• Guidance on how to handle tough situations
• Adjustments to your workload if needed
• Access to training and resources

Ask for a private meeting if you feel overwhelmed. This is a safe space to talk openly and look for solutions together.

Colleagues and Peers

Other staff members will understand what you are going through. They may have faced similar situations and can offer practical advice or share coping strategies.

Colleagues can:

• Provide a safe space to “offload”
• Share their coping tips
• Reassure you that your feelings are normal
• Give informal feedback on handling difficult situations

Talking with peers can often bring relief and build team unity.

Clinical Supervisor or Mentor

In some workplaces, you may have a clinical supervisor or mentor. This person supports you in developing your skills and managing stress.

They can:

• Help you reflect on your practice
• Offer specific ways to manage stress
• Set goals with you to develop resilience
• Check-in regularly for ongoing support

The clinical supervisor takes a holistic interest in your work and personal wellbeing.

Employee Assistance Programmes (EAP)

Many large organisations offer an Employee Assistance Programme (EAP). This is a free, confidential service often run by an outside company.

EAPs typically provide:

• Telephone and online counselling
• Face-to-face counselling sessions
• Stress management resources and advice
• Help with legal and financial issues

Counselling allows you to explore feelings safely with a trained professional. You do not have to share what you say with your employer if you do not want to.

Occupational Health Service

Occupational health provides support for your health at work. If work-related stress is affecting you, they can:

• Offer advice on managing your health
• Liaise with your employer on reasonable adjustments
• Help you plan a phased return if you have to take time off

Referral may be via your manager or self-referral, depending on the service.

Training and Development Sessions

Attending training or workshops can help you develop coping skills. These sessions sometimes include:

• Stress management
• Resilience training
• Emotional intelligence
• Mindfulness techniques

Learning new coping skills can make you feel more confident and less overwhelmed.

External Professional Help

Sometimes your feelings might be too strong to manage with workplace support alone. In this case, you could contact:

• Your GP or doctor
• Private therapist or counsellor
• Helplines like Samaritans or Mind

These options are confidential and can offer long-term or crisis support.

Family and Friends

People outside your workplace can offer emotional comfort. Sometimes, just talking about your day with someone you trust is enough.

Family and friends can:

• Give you a sense of perspective
• Offer reassurance and a listening ear
• Help distract you with enjoyable activities

Remember to protect confidentiality by not sharing personal details about service users.

Reflective Practice Groups

Reflective practice groups, sometimes called action learning sets, are small groups of workers who meet regularly to discuss challenges and solutions.

Benefits include:

• Mutual support
• Shared problem-solving
• Learning from others’ experiences
• Feeling less isolated

These groups are structured and confidential, making them a safe place to explore feelings.

Using Support Effectively

Identifying support is the first step. The next step is learning how to use it well. Here are ways to make support more effective.

• Be honest about how you feel. Do not keep emotions bottled inside.
• Choose the right source for your needs. For example, go to EAP for confidential counselling or your line manager for practical changes at work.
• Attend regular debriefs or reflective sessions if your workplace offers them.
• Book support in advance if you know a situation will be tough (for example after a death, abuse case, or crisis event).
• Use more than one type of support if you need. There is no “one size fits all” answer to emotional support.

Being proactive gives you more control over your feelings and wellbeing.

Benefits of Using Support

Seeking support helps both you and the people you care for.

Benefits include:

• Maintaining your emotional health
• Reducing risk of burnout
• Giving higher quality care
• Protecting your relationships inside and outside work
• Feeling less isolated
• Building workplace morale and teamwork
• Helping you develop new skills for the future

If your own needs are met, you are better placed to help others.

Barriers to Seeking Support

Sometimes, people hesitate to ask for support. Common reasons include:

• Embarrassment or shame
• Worry about what others think
• Fear of letting the team down
• Concern about confidentiality
• Thinking “others are worse off than me”

These are normal feelings, but they can lead to stress building up. It is better to ask for support early—before small problems become serious.

Remember:

• Support is confidential
• Managers are there to help you
• Others often feel the same—asking for help can open up support for the whole team

Strategies for Continuous Support

Support is not a one-off need. Stress can build in different ways during your career.

Keep these strategies in mind:

• Schedule regular catch-ups with your manager or supervisor
• Join or start a peer support or reflective practice group
• Keep up to date on EAP and occupational health services
• Have honest conversations with friends and family about your work pressures
• Take annual leave when you need to regroup
• Use professional development time for self-care training
• Notice warning signs early and take action

Looking after yourself is as important as looking after others.

Organisational Responsibilities

Your employer must support your mental and emotional health at work. This is part of their duty under the Health and Safety at Work Act 1974.

This means:

• Providing access to support services
• Encouraging an open culture about mental health
• Training managers in supporting staff
• Offering regular supervision
• Reviewing workloads if someone feels overwhelmed

If you do not feel supported, you can talk to HR or use your workplace’s grievance procedure.

Case Study Example

Sarah is a support worker in a care home. One resident, Joan, becomes agitated and confused at night. Sarah spends time comforting her, but after several nights of broken sleep and repeated distress, Sarah feels exhausted and upset.

Sarah:

• Speaks to her supervisor about how upset and tired she feels.
• Joins a reflective practice session at work where staff share coping tips and experiences.
• Calls her EAP for a confidential chat with a counsellor.
• Meets with her manager to discuss rota adjustments and access to stress management training.

Sarah uses more than one source of support. She feels less alone, more confident, and able to keep caring for Joan.

Final Thoughts

Managing your own feelings when helping a distressed person protects your wellbeing. Sources of support include:

• Managers and supervisors
• Colleagues and peer groups
• Clinical supervision or mentors
• Employee Assistance Programmes
• Occupational health
• Training sessions
• Family and friends
• External professionals
• Reflective practice groups

Use these supports early and often. Seeking help is a sign of strength, not weakness. If you look after yourself, you can continue to deliver compassionate, high-quality care. Your health matters, too.