The role of Human Resources (HR) professionals has evolved dramatically over recent years, especially in the wake of the COVID-19 pandemic. As organizations navigate a complex landscape of remote work, employee engagement, and retention strategies, HR professionals find themselves at the forefront of these challenges. However, the prolonged and excessive stress that results from this increased responsibility frequently leads to what we refer to as "burnout".
Burnout Among HR Professionals
Burnout is not merely a buzzword; it is a significant issue that affects productivity, employee morale, and overall organizational health. According to studies, nearly 40% of employees in various sectors report feeling burned out at work, with HR professionals experiencing heightened levels due to their unique challenges.
Burning Out and Fading In
Recognizing the signs of burnout is crucial for early intervention. Common indicators include:
- Emotional Exhaustion: Feeling drained or fatigued after work.
- Reduced Performance: A noticeable decline in work quality or productivity.
- Cynicism: Developing a negative or detached attitude towards one’s job.
- Physical Symptoms: Experiencing headaches, gastrointestinal issues, or sleep disturbances.
More often than not, these symptoms and indicators are brought about by the following:
- Increased Workload: The shift to remote and hybrid work models has led to an increase in responsibilities for HR professionals. They are tasked with not only managing recruitment and onboarding but also ensuring employee engagement and compliance with new policies. Many HR departments are understaffed, which exacerbates this issue.
- Emotional Labor: HR professionals frequently engage in emotional labor by supporting employees through personal and professional challenges. This can lead to compassion fatigue—a state where one becomes emotionally drained from constantly empathizing with others.
- Lack of Resources: Many HR teams operate with limited resources and support, making it difficult to manage their workload effectively. This lack of support can lead to feelings of isolation and overwhelm.
- Poor Work-Life Balance: The demands of the job can blur the lines between personal and professional life, leading to chronic stress. The pressure to be available at all times can hinder an HR professional's ability to disconnect from work.
- Organizational Culture: A toxic workplace culture that lacks recognition or support can contribute significantly to burnout. When employees feel undervalued or unappreciated, it can lead to disengagement and low morale.
Now, this is not something that happens in the Philippines. This is actually a pressing issue for HRs globally that requires immediate attention from both individuals and organizations alike.
So, what can you now do about it?
1. Prioritize Self-Care
We must prioritize their well-being by incorporating self-care practices into their daily routines. This includes:
- Regular Exercise: Engaging in physical activity can help reduce stress levels. If you do not have the time for it, a 30-minute walk before you start your day would do.
- Mindfulness Practices: Techniques such as meditation or yoga can promote mental clarity and emotional resilience. This need not take up too much time. All you have to do is find a comfortable position, close your eyes, and then count from 64 down to 1.
- Adequate Rest: Ensuring sufficient sleep is vital for maintaining energy levels and cognitive function. Keep yourself from scrolling through your phone while you're in bed. If you must, at least listen to or watch ASMR videos instead to put you in the mood for some sleep.
2. Set Realistic Expectations
HR professionals should set achievable goals for themselves and their teams. This involves:
- Delegating Tasks: Sharing responsibilities with colleagues can alleviate individual workloads. When you delegate, consider as well what online tools you can use for those tasks that are repetitive in nature.
- Establishing Boundaries: Clearly defining work hours helps maintain a healthy work-life balance.
- Communicating Needs: Openly discussing workload challenges with management can lead to necessary adjustments.
3. Seek Professional Development Opportunities
Investing in training and development can empower HR professionals to manage their roles more effectively:
- Skill Development Workshops: Offering training sessions on time management or stress management techniques can equip HR staff with valuable tools.
- Mentorship Programs: Pairing less experienced HR professionals with seasoned mentors can provide guidance and support during challenging times.
4. Encourage Feedback Loops
Establishing feedback mechanisms allows HR professionals to voice their concerns while also gathering insights from employees about workplace practices:
- Regular Surveys: Conducting anonymous surveys can help identify areas for improvement within the organization.
- Focus Groups: Hosting discussions around employee experiences can provide valuable feedback on workplace culture.
