<![CDATA[The Counselling Practice - Blog]]>Wed, 20 May 2026 11:02:42 -0700Weebly<![CDATA[The Health and Wellbeing Impact of Remote Working: Striking a Balance]]>Tue, 25 Jul 2023 09:33:52 GMThttps://www.thecounsellingpractice.org/blog/the-health-and-wellbeing-impact-of-remote-working-striking-a-balance
​Remote working has been an increasing trend over recent years, of course accelerated by the period of lockdown. Remote working has given a range of benefits such as flexibility, increased autonomy, and reduced commuting-related stress. However, this work arrangement is not without its challenges, as it can have impacts on the health and wellbeing of employees and the self employed.
The multifaceted effects of remote work can play a big role in physical and mental health in general.

Work-Life Balance:
One of the greatest appeals of remote work is the potential to achieve a healthier work-life balance. The flexibility to set personalized schedules and reduce commuting time allows employees to devote more time to their families, hobbies, and personal interests. This balance between work and personal life contributes to improved mental health, reduced stress, and increased job satisfaction.
​​
​Psychological Impact:
While remote work offers autonomy, it also poses challenges related to social isolation and disconnection from colleagues. This can lead to feelings of loneliness and impact an individual's psychological wellbeing. Encouraging virtual team building activities, fostering clear communication, and organizing periodic face-to-face meetings can help combat these issues and create a more engaged and cohesive remote workforce.

Physical Health:
Remote work can positively impact physical health by eliminating lengthy commutes and providing employees with the opportunity to create ergonomic home workspaces. However, it also presents challenges, as remote workers may find themselves sitting for extended periods, leading to sedentary lifestyles. Encouraging regular physical activity, taking breaks to stretch, and adopting ergonomic workstations can mitigate these risks and promote physical wellbeing.

Picture
​Mental Health and Stress Management:
Remote workers often face unique stressors, including blurred boundaries between work and personal life. Managing work-related stress and setting clear boundaries are crucial for preserving mental health and avoiding burnout. Techniques such as mindfulness, time management strategies, and prioritizing self-care can effectively address these challenges.
​
Burnout and Overworking:
In remote environments, the line between work and personal life can become blurred, making it difficult to disconnect from work. This can lead to overworking and eventually burnout. Encouraging remote employees to set boundaries, establish a dedicated workspace, and establish a daily routine helps maintain a healthy balance and prevents burnout.

Communication Challenges:
Effective communication is vital in remote work settings. Misinterpretation of messages and lack of face-to-face interactions can hinder team collaboration and cause conflicts. Encouraging transparent and regular communication through various platforms, such as video conferences and instant messaging tools, fosters efficient collaboration and a stronger team bond.
 
Time Management:
Time management is a crucial skill for remote workers to maintain productivity and avoid procrastination. Encouraging employees to set goals, prioritize tasks, and allocate specific time blocks for work and breaks can enhance overall productivity and wellbeing.

Technology and Digital Overload:
Remote work heavily relies on technology, but excessive screen time and digital overload can negatively impact health and wellbeing. Encouraging employees to take regular digital detoxes, practice the 20-20-20 rule (looking away from screens every 20 minutes), and incorporating physical activities into their daily routines can help mitigate these effects.
Sleep Quality:

Remote work's flexibility may lead to irregular sleep patterns and difficulty in switching off from work mode. Promoting healthy sleep habits, such as maintaining a consistent sleep schedule, creating a calming sleep environment, and practicing relaxation techniques, improves sleep quality and overall wellbeing.

Job Satisfaction and Engagement:
A thriving remote work culture is closely tied to job satisfaction and engagement. Employers can foster a positive work environment by providing remote workers with opportunities for professional development, recognizing their efforts, and promoting regular virtual team-building activities to maintain a sense of belonging and camaraderie.

Hybrid Work Model:
The U.K. is witnessing a rise in the hybrid work model, where employees balance their time between the office and remote locations. Many companies are embracing this flexible arrangement to improve work-life balance and productivity. Clearly some are more reluctant; leading to tension between employer and employee and potentially between employees through pressure and expectation for ‘presenteeism’.

Remote Onboarding and Training:
Hiring and integrating new employees into a remote work environment can be challenging. Employers must adapt their onboarding and training processes to provide comprehensive virtual support, ensuring new team members feel welcomed and equipped to succeed in their roles.

Focus on Employee Wellbeing: Prioritizing Mental Health
The surge in remote work has highlighted the importance of employee wellbeing. Employers are prioritizing mental health by implementing support programs and virtual wellness initiatives. By fostering a culture that values mental wellbeing, companies can create a healthier and more motivated remote workforce.

As the landscape of work continues to evolve, it is imperative to understand the health and wellbeing impact of remote working as it is here to stay. The development of ai in the workplace is also going to change work in ways we are only beginning to see. Addressing the psychological, physical, and social aspects of remote work can pave the way for a successful and harmonious working environment. Employers and employees must collaborate to create an environment that prioritizes work-life balance, mental health, and overall wellbeing, ensuring a thriving and motivated remote team so that everyone benefits.

​Links for further information and resources:
 
Gov.uk - The official website of the U.K. government provides information and guidance on remote working policies and best practices:
 https://www.gov.uk/
ACAS (Advisory, Conciliation and Arbitration Service) - Provides free and impartial advice for employers and employees on various work-related topics, including remote working:
https://www.acas.org.uk/
CIPD (Chartered Institute of Personnel and Development) - Offers resources, guides, and insights on remote working, employee wellbeing, and flexible working arrangements:
https://www.cipd.co.uk/
HSE (Health and Safety Executive) - Provides guidance on setting up a safe and healthy home office environment for remote workers:
https://www.hse.gov.uk/
Personnel Today
https://www.personneltoday.com/hr/remote-working-mental-health/
Mind
www.mind.org.uk/workplace/mental-health-at-work/mental-health-and-working-remotely/​
]]><![CDATA[THE 5 questions to help you change your job]]>Thu, 09 Feb 2023 08:01:24 GMThttps://www.thecounsellingpractice.org/blog/february-09th-2023Fifteen years ago, I was a sleep deprived new dad, commuting to London every day from Brighton, getting the 7.11am train to work, returning late in the evening and working for a banking institution in a job that I just didn’t fit into. I was desperate for change, but my life and family commitments at the time made this seem impossible, mainly because I couldn’t answer the questions that I was asking myself.
Any of this sound familiar?
  • I’d like to move jobs, but I don’t know how.
  • I don’t know what I’d really like to do with my life.
  • I’d like to work for myself but how will I pay the bills?
  • If I leave my career, I’ll have to start all over again.
  • What if I’m no good at something new?
  • I feel stuck – I want freedom, but I also want security
  • I’m too old to change now!
Fortunately, for me, what I did have was roughly 3 hours each day on the train to think about it.  What I realised (with the help of a little informed reading) was that I was asking myself the wrong questions.

​If any of the above statements sound familiar, don’t despair.  In fact, most first career coaching sessions usually involve discussion around one (or more) of these beliefs, so you can take comfort in knowing that you are not alone.  And it’s also worth noting that that is what these are – beliefs, not questions.

So what are the five questions that will help you start that journey?

The 5 Key ‘I want to change my job’ Questions:
Below are the five questions that I worked through, with the help of a career coach and my family, my friends.  These aren’t ‘quick fix’ statements and it’s worth spending time to really focus on yourself to get to the answers – you might uncover a few surprises.

1. What are the things that I value and are most important to me now?
2. What do I believe – about myself, about what I should be doing, and how much of it is true?
​3. What skills do I have that I enjoy using?
4. How would I like to work – where, how much, who with?
5. What could I do that would fit with these answers?

This process of enquiry helped me steer my thinking towards exploring options in an informed and structured way, rather than feeling stuck and desperately searching for job alternatives aimlessly…
And this is because the WHAT COULD I DO question came last.

A new perspective …

Most of the time we search for answers randomly and within known boundaries based upon our experience, something like this :

“I don’t want to do this, but WHAT else can I do? WHAT have I done before? WHAT could I apply for now? WHAT else could I do?”

But the five questions above help focus first on the WHY, WHERE, WHEN, HOW, and WHO.

This then gives us a lot more information to start narrowing down the WHAT, with a better chance of meeting the criteria of the why, where, when etc.  

So lets look at each of these is a bit more depth …

1. What are the things that I value and are most important to me now?
By first determining the things that matter to us now, we’re on our way to understanding our values and the qualities that are important in our life at this moment. This is where our passion lies and what give us meaning and purpose.

These values change over time, so what may have been important for us five or ten years ago may no longer apply. For me, balance and freedom were important values once I became a dad.  Throughout my twenties, experience and excitement were important, and so a job in London had worked just fine.

2. What do I believe – about myself, about what I should be doing, and how much of it is true?
By exploring our beliefs, we can also test whether some of them were ever really ours in the first place. There may be ones we took on from our parents, teachers, and society as a whole:

Recognise any of these?

“You have to work hard and work up the ladder”.
“Status and job title are important”.
“You’re judged by how much you earn”.
“It doesn’t matter what you do now as long as you’re saving for the future…..”
and so on.

Now you may still believe these statements. And that is ok. But beliefs are not truths. In response to the belief that status and job title are important I might ask “Who says so?”  – It may be important to you but not to everyone. So is it a truth or simply a belief you are holding?

By exploring your beliefs, you can ensure that those you hold have been consciously chosen by you and are enabling rather than limiting. This opens you up to explore a much wider range of possibilities. For example, maybe working part time is ok, working from home, developing a portfolio approach with a number of ways to earn income, going back to study….

3. What skills do I have that I enjoy using?
By listing all the skills and experience we have under our belt that are portable and marketable, we usually surprise ourselves and instantly get a confidence boost.  Don’t forget to include all those skills of being a parent, carer, voluntary positions we have held… think ‘outside the box’.  Have you organised events, managed difficult situations or had experiences that are not necessarily ‘working’ but nevertheless gave you knowledge and experience.

4. How would I like to work – where, how much, who with?
By asking ourselves:
‘When’ (would I like to work, how often, full or part time, Winter only etc), 
‘Where’ (at home, in an office, locally, abroad, in town, outside...)
‘With who’ (on my own, in a team, with my partner…) 
you’re getting detailed and specific information that can help with the last question….

5. and then finally What can I do….
…that would satisfy most of what I have identified? 
What combination of skills will I be using and what do I need to do next to start taking action to make it a reality?

Once you have taken the time (and this WILL take time to do properly), you can then start exploring real alternatives, researching and building a plan with a timeline. 

Speak to people, target opportunities, and get excited! We’re much more able to direct our energy towards tangible goals and know that we’re moving towards a way of being that ultimately fits with who we are now.

You can download our free ‘Start planning my new career’ template here  

For help in identifying what’s right for you and taking action to change your job, contact us.
Access Octomono Masonry Settings
]]>