Why HR Needs HR: Addressing Burnout

Human Resources (HR) professionals play a crucial role in organizations, as they are responsible for various tasks such as recruitment, employee relations, benefits administration, and ensuring legal compliance. The demanding nature of their work, which involves managing multiple responsibilities and providing employee support, can be overwhelming. Yet, HR professionals often bear the weight of their team’s well-being while neglecting their own. This leads to burnout, an issue that HR departments themselves must actively address in order to remain effective. In this article, we’ll look at why HR professionals need HR support and how organizations can take steps to prevent burnout in these crucial teams.

The Burnout Problem in HR

Burnout is an increasing concern for HR professionals. In smaller companies, where HR teams may consist of just one or two people, the pressure can be overwhelming. They’re responsible for everything from hiring to conflict resolution, often taking on a wide range of tasks with little room for error. In larger companies, HR departments might be more spread out, but that doesn’t mean they are immune to stress.

Consider an HR manager at a mid-sized remote company who is responsible for recruitment, employee complaints, benefits management, and policy updates. The workload can be overwhelming, requiring long hours, juggling multiple deadlines, and handling sensitive employee issues. These ongoing pressures can result in exhaustion and detachment, which are common symptoms of burnout.

In a remote work environment, this issue can be magnified. HR professionals may be managing teams across multiple time zones, adding complexity to their already challenging workload. With fewer face-to-face interactions, the opportunity to gauge stress levels and emotional health becomes harder, making it even more difficult to address burnout until it’s too late.

Consequences of Burnout in HR

Burnout in HR can have a direct impact on an organization’s performance. HR professionals are not only tasked with supporting employees but also ensuring that the company culture remains healthy, compliant, and productive. When HR professionals burn out, it can lead to several negative outcomes:

• Ineffective Decision Making: HR professionals handle sensitive tasks like employee discipline, performance reviews, and recruitment. If they’re fatigued, they might make hasty or biased decisions. For example, a burnt-out HR manager might overlook red flags during an interview or delay a decision that could impact team morale.
  
  
• Poor Employee Relations: HR is the first point of contact for employees who have concerns or need support. When HR staff are stressed or overworked, they may not have the energy to respond promptly or effectively, leading to frustration and disengagement from employees.
  
  
• Decreased Productivity: If HR professionals are too burnt out to maintain their usual pace, their ability to handle essential functions such as onboarding, training, or compliance audits can slip. In a remote work setting, these delays might go unnoticed at first, but over time, the cumulative impact can affect company operations.
  
  

Why HR Needs HR Support

HR professionals need to prioritize their own mental and emotional health, just as they prioritize the well-being of their employees. HR teams require their own version of HR support because:

1. Workload Management

HR teams often have more on their plates than they can handle. Whether it’s managing employee benefits or resolving workplace conflicts, the workload can pile up quickly. One example is an HR professional working in a fully remote company who has to coordinate team events, assist with employee engagement, and handle recruitment for several different departments. When tasks begin to stack up, burnout becomes inevitable.

To address this, organizations need to implement better workload management practices. For example, HR departments can use task management tools, automate certain processes, or bring in additional support during peak periods. By preventing an overwhelming workload, HR professionals are less likely to experience burnout.

2. Access to Mental Health Resources

Providing mental health resources for HR teams is essential. HR professionals are exposed to high-stress situations, from handling disciplinary actions to mediating conflicts. Yet, they often have limited access to support. A company that provides HR staff with counseling services or wellness programs can go a long way in preventing burnout.

3. Regular Feedback and Check-Ins

HR teams are often so focused on helping others that they forget to assess their own well-being. Regular feedback and one-on-one check-ins with supervisors can provide HR professionals with the opportunity to discuss their workloads and challenges. In remote work environments, where communication can become fragmented, these check-ins are especially important.

Regular check-ins between remote HR managers and leadership can facilitate open communication about experiences and challenges. These meetings enable leaders to identify and address signs of burnout early on, offering necessary support and preventing further escalation.

4. Professional Development

HR professionals need access to training and development opportunities to manage stress, improve their leadership skills, and keep up with the latest trends in employee relations and compliance. In larger organizations, HR departments often have the resources to provide such opportunities, but smaller companies may not prioritize this investment. Offering leadership development programs, time management workshops, or courses on conflict resolution can empower HR teams to perform their roles more effectively and cope with stress.

5. Clear Boundaries and Leadership Support

Burnout often stems from a lack of boundaries, especially in a remote setting. HR teams need clear guidelines around their work hours, expectations, and time off. Leaders should model this by respecting HR team members’ boundaries and encouraging them to take breaks or time off when needed.

For instance, a remote HR team might find it difficult to disconnect after hours, especially if the organization operates in multiple time zones. Clear communication about work hours and expectations can help prevent burnout by ensuring HR staff aren’t expected to be constantly available.

Taking Action to Prevent Burnout

The success of any organization is closely tied to the well-being of its HR professionals. To prevent burnout and maintain efficiency, it is crucial to implement healthy management practices, such as offering resources, managing workloads, and promoting well-being. These measures are especially vital in remote work environments, where HR teams often manage distributed employees under increased pressure.

Ultimately, investing in HR is an investment in the long-term sustainability and success of the entire company.Organizations can create a positive culture, improve decision-making, and ensure continued success by supporting HR and prioritizing their well-being. 

‍