Burnout in HR

Why HR get burnout

We think HR burnout is high for a number of reasons which include:
  • HR bear the brunt of people problems
  • HR have been given no further resources with which to do the greater workload (during and following Covid)
  • HR have had some of the most challenging tasks throughout the pandemic
  • HR are being asked to contribute to other business function
  • HR have a pivotal role in organisations yet not always an equivalent voice​

Try this burnout exercise
stress_burnout_chart_10.pdf
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This one page exercise  helps to define clearly what the differences are between normal, stress and burnout.

If you find this useful please consider sharing it with others or take the next step (see bottom of the exercise page)  in learning about burnout with us... whether for yourself or for your organisation as a whole.

Why HR can fix burnout

Well - firstly...they can’t really - if they have burnout themselves.
Even if HR have access to full Occupational Health support i (when t may be possible to deflect some of the employee burnout related load) the burnout related  challenges often still return to HR.

In our view the first step in an organisation ridding itself of burnout is to get HR burnout to zero first. Why? Otherwise it is a bit like the blind leading the blind.

If senior HR leaders have burnout or recognise it in their teams - this is the place to start in terms of tackling burnout organisation wide. Whilst dealing with their own burnout more effectively they are then in a better place to be able to influence others with burnout throughout the organisation.

Finally - burnout at senior level - whether in HR or board has a tendency to ricochet down the ranks and become pervasive. It is therefore important to tackle burnout at the top so that it stops percolating downwards.

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Some links to HR burnout 

https://www.raconteur.net/talent-culture/hr-burnout

https://www.personneltoday.com/hr/how-can-we-avert-the-burnout-crisis-in-hr/