Why are HR managers always burnt out at work?

HR teams everywhere are working tirelessly to implement mental health strategies for employees. But who works for them?

Despite the increase in corporate mental health initiatives across the country, some employees are still more likely to burn out that others. According to a recent survey by workplace communication app Workvivo, 98% of HR professionals have felt burnt out at work in the past six months, and nearly 4 in 5 are ready to quit their job.

“HR teams have been at the forefront of dealing with changing workplaces due to the pandemic – including the big resignation,” says Laura Lee Gentry, HR platform director. integration of Enboarder employees. “These events have led to increased competitiveness in recruitment, putting more pressure on HR teams to hire and retain talent.”

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With so many competing priorities, some HR teams may not receive adequate resources or support from their organization to address all of these issues, according to Gentry. HR managers themselves face their own lingering effects of the pandemic and the challenges of hybrid and remote working, while being primarily responsible for implementing programs to combat these issues for their colleagues.

“All of this has led HR to try to combat its own stress while working to create an engaging work culture, recruit and onboard employees, and roll out other important DE&I initiatives and development programs. learning and development,” she says. “These teams have a lot on their plate and their own needs can often get lost in the effort to meet those of others.”

But if HR departments are responsible for helping their colleagues find solutions and resources, who is responsible for theirs? Leaders above them, says Gentry.

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The the relationship with the manager is crucial to shape how employees react when experiencing stress and mental health issues, according to Gentry. Managers at all levels should maintain an open line of communication and schedule check-ins with their employees at least once a week to give them the support they need to succeed.

Organizations can start by providing mandatory mental health training to managers to help them spot signs of emotional distress, which will help managers respond appropriately in a way that employees feel comfortable, accepted and supported. .

“HR teams and managers need to work in tandem to clearly share and describe all the mental health benefits their company offers,” says Gentry. “It can be EAPs or internal initiatives like encouraging take mental health days.

Lance B. Holton