Is Self-Care Enough?

In the last decade or so, self-care has become a buzz word. It has gone from a millennial fad to a genuine healthcare need. And yet, there is not much alignment on what self-care really encompasses. In the online self-help community, it ranges from bubble baths, wine and yoga to therapy and meditation retreats. So what exactly is it and what is it not? And is it the be all end all to emotional and mental well-being?

Self-Care means something different for everyone?

The World Health Organization defines self-care as: “the ability of individuals, families, and communities to promote health, prevent disease, maintain health, and to cope with illness and disability with or without the support of a healthcare provider.”

It goes without saying that self-care is focused on the individual. This seems to indicate that every person needs a distinct approach because different people need different things to feel better. For example, exercising can be a form of self-care. Saying ‘no’ to someone who you don’t feel is a good friend can be a form of self-care. It goes back to what your current situation is and what works for you.

“If you google the term ‘self-care’, you will find a generic pool of information out there,” he said. However, what self-care means is going to be different for everyone."

-Praveen Nair, psychologist

Challenge with the term "Self-care" in the workplace

While an individual approach in the means of self-care is helpful, sometimes this puts alot of pressure on the person - the very person who needs help. By trying to solve all wellness and work issues with - “do whatever makes you feel good”, “take care of yourself”, the person could end up feeling more overwhelmed and under-supported.

"In an organisation, this can be especially harmful . Human connections are especially critical for addressing the effects of stress, anxiety, burnout, and other forms of workplace distress. When organisations offer individual solutions, it can send the message that employees are on their own when it comes to their mental health. Worse yet, the resulting disconnection is self-reinforcing. As employees are left to manage their pain alone, they can become trapped in destructive cycles of anxiety and shame that make it harder to foster real connections." (Barton, Kahn, Maitlis & Sutcliffe, 2022)

In the context of workplaces, such an approach to mental and emotional well-being, thus, may not be effective .

Some issues, created by community or work culture, need to be dealt with in that environment - the community or the work culture. For example, if a work culture is toxic or political, asking a person to take self-care break could merely become a breather, before they are immersed back into that very same culture that causes the problem. ??

Furthermore, many organisations, especially with work from home and other hybrid dynamics promote self-sufficiency and independent thinking and working. Certain personality types take great pride in their ability to work without much help or guidance needed. With such a culture, as well as the common problem of overworking, employees may feel that they cannot and should not speak up, further adding to the problem.

If these issues are not looked into - then these little self-care breaks actually may end up functioning as simply elevated vacations before one resumes the same stressful lifestyle.

The answer then is not in taking more breaks, but in changing what causes the problem in the first place.?

Practical solutions for the workplace

By now, we recognise that work life and personal life are not separate. Furthermore, we are spending a large proportion of our life at work, so there is a need for such solutions to be embedded within the culture. Here are some practical solutions you can consider:

1.Redefining self-care

Self-care is not a luxury or a fad. It is here to stay, and a strong factor contributing to individuals ability to thrive and function. Organisations can begin rethinking what self-care means by asking a very important question:

"What is necessary to promote the growth and well-being of our employees?"

Depending on the organisational goals and core values, this could focus on:

• personal growth and management
• specific programs to target anxiety and stress;
• or creating of safe spaces where people can come together to talk about topics typically deemed as "taboo" or "difficult".

2. Put well-being goals front and centre

Self-care can be prone to becoming yet another “tick in the box”, without any real meaning or results. As such, organizations must determine what outcomes they hope to achieve, and match that with collecting data to assess the effectiveness of their programs. Getting feedback from employees after running programs or initiatives, and then tweaking them as they go along, can be useful feedback to further ensure relevance.

3. Practically incorporate small self-care practices into the workplace?

While going away for weekend retreats can be important to boosting self-care and rejuvenate, it is not possible for it to be sustained every weekend. Instead, focusing on daily practices that can be embedded in the routines/structures will help with habit-forming.

Some suggestions include:

• Holding walking meetings to bring people together and boost energy
• Create spaces for meditation or mindfulness practices - consider adding plants, journaling resources and soothing music to support staff to do so

After a gruelling work shift on Oct 8, Ms Jaylyn Jolito Montiague opened her mailbox to find a vibrant blue journal inside. Along with pages to fill with her reflections were several pages of colorful tributes from Singaporeans thanking her for her work as a senior staff nurse at Changi General Hospital (CGH)

"As healthcare workers, we are constantly trying to maintain a good work-life balance and I felt so happy to receive this journal because it gave me a chance to practise mindfulness and reflect on the purpose behind my work," Ms Montiague.        

(Source: The Straits Times; Photos: Courtesy of Jaylyn Jolito Montiague)

• Support by having awareness days / emotional well-being days in which activities can be done or workers can take leave. This allows them to recharge and get into the right headspace for their jobs. Some examples include: Global Wellness Day (2nd Saturday in June), World Suicide Prevention Day (September 10), World Mental Health Day (October 10)
• Make resources on well-being readily available to workers and provide subsidies when possible for them to seek help/support when needed.

Conclusion

It is indeed heartening to see that in recent times, well-being practices are becoming commonplace - and the ‘trend’ of self-care does indicate a genuine move ahead in prioritising employee’s well-being beyond their productivity alone. However, this must be tempered and balanced with an organisational approach to be effective. The scope of what is self-care, and what is not, should be clearly defined and in tandem with organization approaches of well-being and company culture.?

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Disclaimer:

I share authentically what I think possible solutions might be, but it is purely from what I have studied (scientific evidence) and my own experience in coaching & training others in this area for the past 11 years. I am not here to diagnose or treat. If you need further help, please do seek the necessary support.

References:

https://hbr.org/2022/04/stop-framing-wellness-programs-around-self-care

https://www.straitstimes.com/singapore/journals-for-healthcare-staff-to-practise-self-care

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Lastly the self-care instagrammable lifestyle, as popularized by mass media, is often more accessible to the rich. And are still only accessible to those who have the luxury of taking them.?