5.3 Describe indicators of own wellbeing and wellbeing deterioration

This guide will help you answer 5.3 Describe indicators of own wellbeing and wellbeing deterioration.

Personal wellbeing describes the overall quality of your life and how you feel day-to-day. In a management role, your wellbeing means feeling positive, being able to cope with pressures, and managing your work and home life in a balanced way. Wellbeing affects your health, mood, judgement, decision-making and performance as a leader.

Your wellbeing can change over time. It can be influenced by workload, relationships, the culture of your workplace and your personal circumstances. Managers often experience extra pressures due to responsibility for others and organisational targets.

When people talk about wellbeing in adult care, they mean a mix of physical, mental and emotional factors, including:

• Physical health (such as having energy and being free from pain)
• Emotional health (feeling positive and able to handle stress)
• Mental health (thinking clearly and coping with challenges)
• Social wellbeing (having healthy relationships)
• Job satisfaction (feeling motivated, valued and fulfilled)

Monitoring your own wellbeing helps you to notice when you feel good and when things are starting to get difficult. This awareness can help prevent stress, burnout or long-term illness.

Indicators of Good Wellbeing

Recognising what good wellbeing looks like helps you to spot changes early. Some typical indicators of good wellbeing in a management or leadership role include:

• Waking up feeling rested and ready to start the day
• Having plenty of energy and the ability to focus
• Managing your workload efficiently and meeting deadlines
• Feeling confident in your leadership decisions
• Handling setbacks or complaints without feeling overwhelmed
• Open, clear communication with your team and colleagues
• Maintaining positive relationships both at work and at home
• Engaging in hobbies or activities outside work
• Feeling motivated to support your team and service users
• Looking after your physical health by eating well, sleeping enough, and exercising

Think about times when you felt at your best. You may have noticed a sense of satisfaction after resolving a difficult issue. Or felt positive after receiving feedback or supporting a team member through a challenge.

Physical Signs of Wellbeing

Your body can show clear signs when you are doing well. Physical indicators include:

• Normal appetite and digestion
• Good-quality, undisturbed sleep
• Stable weight
• Regular exercise or activity without feeling too tired
• Steady energy levels throughout the day
• Absence of physical aches, pains or headaches related to tension

If you often feel tired but generally healthy, your overall wellbeing may be good, but it’s still important to notice any changes over time.

Emotional and Mental Signs of Wellbeing

How you feel and think are key aspects of wellbeing. Positive emotional and mental indicators might be:

• Being able to cope calmly with unexpected situations
• Noticing when you feel stressed and taking steps to manage it
• Feeling generally happy or content most days
• Thinking clearly and making sound decisions
• Enjoying work and feeling proud of your achievements
• Not getting upset easily or feeling irritable with others

A good mood and positive outlook can make it easier to deal with setbacks and to support your staff and service users effectively.

Social and Professional Signs of Wellbeing

Wellbeing is not just about how you feel on the inside. It’s also about your relationships and interactions in the workplace. Some professional indicators of good wellbeing:

• Feeling comfortable seeking help and advice from colleagues or your line manager
• Being able to supervise and support your team effectively
• Treating others with respect and understanding, even under pressure
• Enjoying team meetings and participating actively
• Feeling part of the leadership team and involved in decision-making

Healthy working relationships support a positive environment – making work more enjoyable and effective.

Early Indicators of Wellbeing Deterioration

Wellbeing can move up or down, sometimes without you realising it straight away. Noticing small changes early can help you act before things get worse. Early signs of worsening wellbeing might include:

• Finding it hard to concentrate or make decisions
• Feeling unusually tired, even after sleep
• Becoming less patient or more irritable with others
• Losing interest in things you used to enjoy
• Avoiding conversations or meetings
• Starting to dread going to work

These signs on their own might seem small. But together, they can signal that your wellbeing needs attention.

Physical Signs of Wellbeing Deterioration

Physical symptoms often give early warning that you’re under too much stress or pressure. These might include:

• Difficulty sleeping, such as trouble falling asleep or waking up early
• Headaches, muscle tension or unexplained aches and pains
• Changes in appetite – eating more or less than usual
• Feeling exhausted or experiencing low energy throughout the day
• Increase in minor illnesses, such as colds or stomach upsets

You might dismiss some of these symptoms as minor, but if they persist, they can lead to longer term problems.

Emotional and Mental Signs of Wellbeing Deterioration

When your wellbeing is starting to decline, your mood and thoughts can be affected. Emotional and mental indicators might be:

• Feeling anxious, tearful or low in mood
• Difficulty making decisions or solving problems
• Forgetting things or making more mistakes
• Feeling isolated or disconnected from colleagues
• Worrying a lot about work or personal issues

In management roles, these changes can affect your ability to support your team and deal with complex situations.

Social and Professional Signs of Wellbeing Deterioration

Your interactions with others can change when your wellbeing suffers. Some warning signs at work might be:

• Arguing or snapping at colleagues or team members
• Withdrawing from group discussions or avoiding staff
• Losing interest in developing your staff or service
• Missing meetings or being late more often
• Neglecting to complete expected management tasks
• Not responding to emails or calls as quickly as usual

These behaviours can damage relationships and reduce the level of support you receive from your team.

Warning Signs of Serious Wellbeing Decline

If wellbeing continues to deteriorate, it can lead to more severe problems including burnout or health conditions like depression and anxiety. Serious indicators include:

• Feeling hopeless or worthless
• Persistent low mood or sadness
• Thoughts of harming yourself
• Significant changes in weight or appearance
• Not being able to perform key tasks at work
• Using alcohol, medication, or drugs inappropriately to cope

If you notice these signs in yourself, seek support immediately. Early support from occupational health, mental health professionals, or a GP can make a big difference.

Monitoring Your Own Wellbeing

Taking regular stock of your wellbeing lets you notice patterns and make changes before things reach crisis point. Ways to monitor your wellbeing:

• Keep a wellbeing journal. Record your mood, sleep, appetite, and stress levels each day.
• Ask yourself simple questions. For example:
  • Am I enjoying my work?
  • Do I feel motivated?
  • Am I reacting calmly to problems?
• Talk with a trusted colleague or mentor about how you are feeling.
• Look out for feedback from your team or line manager. Changes in their comments or behaviour towards you can indicate how you come across.

Recognising these patterns helps you act early and model good practice for others.

Causes and Triggers for Wellbeing Deterioration

Certain factors or events can put your wellbeing at risk. Understanding these allows you to plan ahead or seek help. Examples include:

• High workload or unrealistic targets
• Lack of control or autonomy in your role
• Poor work-life balance (e.g., working late regularly)
• Tension or conflict within your team
• Reduced budget or staffing shortages
• Changes to your job role or workplace changes
• Personal circumstances such as bereavement, illness or relationship breakdown

You may notice particular triggers that make you feel worse. Identifying these makes it easier to manage or avoid them where possible.

Strategies to Support and Maintain Wellbeing

Leaders need practical ways to maintain good wellbeing and reduce risk of decline. Useful strategies include:

• Setting clear boundaries between work and home life
• Taking regular breaks during work, including lunch breaks
• Prioritising tasks and delegating when necessary
• Seeking support from colleagues, line managers, or occupational health
• Using supervision or reflective practice sessions to talk through challenges
• Practicing self-care such as regular exercise, good nutrition and enough sleep
• Making time for interests and relationships outside work

Seeking help should never be seen as a weakness. It is professional and responsible.

Organisational Role in Supporting Wellbeing

Your employer should have measures in place to support managers’ wellbeing. These may include:

• Wellbeing policies or access to employee assistance programmes (EAP)
• Regular supervision and reflective practice sessions
• Promoting a culture of openness about mental health and stress
• Clear processes for managing workload and supporting flexible working
• Training in wellbeing awareness for managers

Engage with these resources and promote their use among your team.

Modelling Wellbeing for Your Team

Managers set the tone for workplace culture. Showing you value your own wellbeing encourages your team to do the same. Specific steps include:

• Talking openly about workload and stress management
• Sharing ways you address your own wellbeing and encourage others to look after theirs
• Not working excessive overtime or taking work calls during annual leave
• Checking in regularly with staff, especially those under extra pressure

By modelling these behaviours, you create a supportive environment for everyone.

Recognising and Responding to Wellbeing Deterioration

Take wellbeing concerns seriously in yourself, just as you would with staff. If you notice changes or signs of decline:

• Speak to a trusted colleague, supervisor, or mental health first aider
• Book time with your GP if symptoms do not improve
• Access support services such as counselling or EAP if available
• Reduce your workload where possible or delegate tasks for a short period
• Use annual leave to rest and recover

Responding early helps prevent more serious health or work issues.

Final Thoughts

Personal wellbeing underpins your ability to carry out your leadership role. Good wellbeing is shown by positive mood, energy, satisfaction and effective support for your team. Deterioration develops through a range of signs, from tiredness and irritability to loss of interest and physical symptoms.

Recognising both early and serious indicators lets you act before issues develop further. Don’t ignore ongoing changes. Use available support, review your work practices, and set a healthy example for your team. Maintaining your own wellbeing is not selfish—it is an important part of being an effective leader in adult care.