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HR FOR HR: 9 WAYS TO AVOID HR BURNOUT & IMPROVE WELL-BEING

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HR for HR: 9 Ways to Avoid HR Burnout & Improve Well-Being

Why are HR professionals exhausted?
9 tips for HR well-being

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HR has become more strategic in recent years, increasingly moving from a largely
administrative function to playing a pivotal role in achieving business goals.
Many organizations today expect HR to develop strategies around DEIB, hybrid
work, organizational purpose, employee well-being, and so on.

However, the one element that seems to be missing in all this is the support of
HR itself. Who’s taking care of the people in the People Teams? Who’s asking
them what help they need? Because if HR is going to assist the organization –
and the people in it – to flourish, they will need to be in the best possible
shape.

The first step towards ensuring this is for HR to overcome its own burnout
crisis. And although this may go against the nature of many people working in
Human Resources, HR practitioners need to put on their own oxygen masks first.

In this article, we’ll take a look at 9 ways you, as an HR professional, can
avoid burnout and improve your well-being.

Contents
Why are HR professionals exhausted?
9 tips for HR well-being





WHY ARE HR PROFESSIONALS EXHAUSTED?

HR professionals around the world are exhausted. A study by Workvivo revealed
that 98% of HR professionals are burned out. Other data shows that 53% of HR
leaders feel overwhelmed and that 42% of teams struggle with burnout and
exhaustion.

These percentages reveal that a large number of people are being impacted and
that burnout and exhaustion are widespread in the HR profession. We need to take
a look at some of the reasons why so many HR practitioners are exhausted.
Because once we know the causes, we can tackle the core issues.

Before we dive into the various causes of the current state of HR, however, we
must stress that HR has always been a challenging function to be in. People
Teams have to manage difficult situations on a daily basis. These vary from
employee grievances such as sexual harassment, bias, or an unfair paycheck to
laying off employees or simply being the scapegoat for disgruntled staff. 

Recent challenges have further added to the strain placed on HR professionals.


PANDEMIC CHALLENGES

This doesn’t come as a surprise but is an important factor in how HR is doing
nevertheless. HR has been pushed to the forefront during Covid into a leading
role that impacted the whole workforce. HR professionals had to transition their
employees into remote working overnight, ensure the safety of frontline workers,
and comply with changing rules and regulations while safeguarding business
continuity.

But it didn’t stop there. Soon, organizations began to look to their People
Teams again to start thinking about issues such as facilitating a hybrid or
remote way of working for the long-term, as well as the mental health of their
employees. 

Post-pandemic issues have compounded the pressures HR faces with additional
situations they must navigate, such as the Great Resignation, also referred to
as the Big Quit and Great Reshuffle, leaving HR professionals to solve the new
challenge of retaining their talent and attracting new candidates for the
organization. 


MACRO-LEVEL UNCERTAINTY

Apart from the pandemic, there have been other developments that have created
pressure from the outside world on HR teams. Whether it’s the threat of economic
downturn, social justice movements, rising inflation and increasing cost of
living, political tensions (in the US), or war in Ukraine, HR has been
supporting employees and organizations through it all. 


LACK OF SUPPORT AND UNAPPRECIATION

63% of C-suite leaders still view HR as an administrative function.
Unsurprisingly, 8 in 10 HR leaders think that the lack of leadership support
will continue to remain a challenge for HR in the years to come. This translates
into a reality where HR professionals often don’t receive the support needed to
succeed, whether this may be with leadership buy-in, budget, and adequate
staff. 

Also, much of what People Teams do is not immediately visible and, therefore,
doesn’t get the appreciation it deserves. Take cultural transformation, for
example. This is a process that can take years, so it’s not something where
people can immediately see the results or the immense contribution from HR.


BAD REPUTATION

The perception that employees, and even HR, have for the HR department isn’t
always positive. Recently, Steve Browne, Chief People Officer at LaRosa’s
pizzeria chain, discussed the first 8 emojis that popped up when his friend
typed “HR”:



As you can see, these aren’t the happiest or smiliest of emojis, which doesn’t
paint a great picture of how others perceive their interactions with HR. 

When asked what could be the possible reasons behind HR’s poor reputation, Steve
Browne said: “I think many people base their experiences on if something went
wrong, and that becomes their framework reference. So if you had a bad
interaction with me, and I’m your HR person; therefore, you go, Steve didn’t do
this, or HR didn’t do this. And it fell short.

The other part of it, though, is how HR has positioned itself in companies. They
were not as accessible or as approachable or as able to always be there for
people on a regular basis. So if you don’t give me your time and attention, I
don’t care what role you’re in. But especially in HR, there’s no surprise that
it went negative.

Then, when you talk to HR people, they tend to talk about the hard stories and
the people who are challenging instead of the people who are amazing. So I think
it’s earned on both sides of the ledger – how people view us typically because
of their experience with us, and where we tend to focus on the negative more
than the positive when it comes to people.” 


INCREASED WORKLOAD

67% of HR departments say they’re overworked due to an increased workload and
additional unexpected work. One example where workload increased dramatically
was with the adoption of the hybrid workplace model across organizations. As one
Chief People Officer put it: “I’m all for adopting the hybrid work model, but I
won’t become the company’s Chief Hybrid Officer and take on an entire additional
role.”

This is an ongoing concern that HR teams face post-pandemic. It has become
common for HR to be expected to take on new areas that weren’t on their plate
before the pandemic without much knowledge or support to implement and manage
them.

Because of the increased workload, HR professionals often lack time to upskill
and gain new competencies that would help them face business and workforce
challenges.


CHRONIC UNDERSTAFFING

This increased workload, in combination with chronic understaffing, makes for a
pretty toxic mix. 41% of HR departments are understaffed, one survey revealed.
Among HR leaders who indicated they were emotionally exhausted, more than 40%
said it was because they required additional headcount to meet their business
goals.   


9 TIPS FOR HR WELL-BEING

It’s clear that HR departments face many challenges in the changing world of
work. If you want to thrive in your HR role, you must start paying closer
attention to your own well-being. In other words, you need to start practicing
HR for HR.


1. RECOGNIZE THAT YOU NEED SUPPORT

This is the starting point. As long as HR practitioners don’t admit that they
need support and continue to act as ‘superhumans’, nothing will change.

Some of the signs that you need to ask for help include:

 * You regularly need to work overtime to keep up with your tasks.
 * It’s unclear to you what your priorities should be.
 * You’re juggling multiple projects with no support.
 * You don’t feel supported by your colleagues and your manager.

If you recognize yourself in any of these points, it might be the highest time
to ask for support.

Here’s what Julie Turney, HR for HR Coach and TedX Speaker says about this:

 “Getting HR the support that they need starts with HR. I think a lot of times,
people would say: ‘You know, I’ve been in this profession for 10 years, 15
years, whatever, I’m doing good. The organization I’m with is great. They
support me.’ And that’s all fine and well. But you still have to do very hard
stuff. Where do you go to get that support? It starts with HR recognizing that
they do need that support, that they do need that help.”


2. BE TRANSPARENT AND TAKE ACTION

It’s one thing to recognize that you’re not a superhero. It’s another to let
your managers – and the rest of the company – know that HR are human beings too
and need support. This support can, for example, take the form of getting your
teammates involved in a project you’re working on or reviewing your workload and
priorities with your manager.

It can also be coaching or access to mental health resources that is paid for by
the employer. Julie Turney points out: “One of the things that I will be
advocating for more is that HR for HR coaching is included in compensation
packages for HR professionals, because the two just go hand in hand. It should
be a given that your HR team should at least be going to therapy once a month,
or at least once a quarter, depending on where they’re sitting. I think that
these things are very important. But I want to help organizations to get a
better understanding of why these things are necessary.”

There are two key takeaways for HR professionals:

 1. People professionals must recognize that they need support.
 2. They should be transparent about this need and share it with their managers;
    and even the company’s leadership.

Asking for help and support is certainly not an easy conversation to have. You
might be worried about being seen as incompetent, weak, or lazy. However,
without expressing your need for help, you’ll continue to feel stuck and
frustrated. Preparing for your conversation will help you approach it calmly,
professionally, and confidently.

It’s important that you go into the discussion with a clear definition of the
problem and ideas for potential solutions. For instance, you feel overwhelmed
because you’re in charge of multiple HR projects, and you’re unsure which one
needs the most attention. This negatively impacts your productivity. You could
suggest evaluating the impact of each project together with your manager and
then creating a timeline and a list of resources needed for each project.





3. BUILD RESILIENCE AND PRACTICE SAFE HR

As mentioned, it’s time for HR professionals to put on their own oxygen masks
first. This starts with building your own resilience to then be able to help
your organization become more resilient.

HR can start doing this by practicing SAFE HR. SAFE HR is a concept created by
Julie Turney that she explains in her TedX talk. In a nutshell, it entails:

 * S – Self-awareness. Knowing your strengths, but also knowing your less strong
   points.   
 * A – Act. Having those tough conversations with your leaders, telling them
   what you need and how you need support and if you don’t get what you need,
   act again and walk away. 
 * F – Forgive. Forgive yourself when a project you fought for didn’t turn out
   the way you wanted. Instead, look at all the things you did achieve.
 * E – Educate. A safe HR professional takes full responsibility for their own
   development, both in terms of skills and in terms of knowing relevant
   technology and what resources their People Team needs. They do everything in
   their power to be the best HR professional they can be.

Of course, you won’t become a SAFE HR practitioner overnight. It requires time
and a different way of thinking, or even a mindset shift. This could make for a
great team goal – something that the entire HR department strives for, keeps
each other accountable for, and supports each other in.  


4. ESTABLISH HEALTHY BOUNDARIES

Setting boundaries will help you prioritize and focus on what matters most.
Boundaries will also make it easier to explain to colleagues outside the HR
department what you do and do not do. That way, you can avoid getting tangled up
in all kinds of demands and projects that aren’t yours to deal with.

These boundaries can, for example, materialize in HR SMART goals that are based
on your HR OKRs. But they can also include:

 * Setting clear expectations for your stakeholders about what is and what isn’t
   within your scope of activity,
 * Delegating work, and
 * Communicating your working hours.


5. UNDERSTAND YOUR STRESSORS

‘Know thyself’ as the Ancient Greeks would say. While self-awareness is a key to
building resilience, understanding your feelings and knowing your strengths and
weaknesses – as well as your stressors – is essential if you want to minimize
your stress level at work. 

If, for instance, a big workload of a certain project stresses you out, you can
try to apply HR project management principles to streamline your work. This will
help you reduce your stress and get closer to achieving your goals.

It’s also important to realize that you don’t need to do everything at work from
scratch. For example, when you need to write a new policy or you’re about to
conduct an HR audit, you can simply download a ready-to-use template that
enables you to manage your workload, make your work easier, and thus, reduce
your stress.


6. FOCUS ON ALL ASPECTS OF YOUR WELL-BEING

Total well-being is one of the 11 HR trends and priorities we identified for
2023 and beyond.  It includes making time to take care of your physical, mental,
financial, and career well-being. Focusing on total well-being can take many
forms, depending on what works best for you. Think of (obvious) activities like
movement, getting enough sleep, and healthy food.

Also, consider the following to improve your total well-being:

 * Consulting a mental health professional
 * Getting an HR for HR coach
 * Seeking financial advice and education
 * Charting your HR career path
 * Setting HR professional development goals
 * Expanding your skill set to meet your goals

There are some total well-being interventions that you can implement at your
organization and benefit from as well:


7. RELY ON YOUR TEAM

One of the greatest benefits of being part of a team is that you don’t have to
do everything yourself. And even if you’re an HR Generalist in a relatively
small company, you have colleagues to rely on.

Sharing your struggles with the team will ease some of the burden you are
carrying and could help you find solutions to issues. You can also divide tasks
and manage your workload better. There are several things you can do to enable
better team collaboration, such as having daily standups, team reviews, and
one-on-1ones.

However, for the magic of teamwork to unfold, you’ll have to first recognize
that you need support… and ask for it.


8. FIND YOUR HR COMMUNITY

It’s impossible to talk about HR for HR and finding support without mentioning
HR communities. Being part of a community of fellow HR practitioners can be
invaluable. It’s a great place to share experiences, ask for input, have a
laugh, or maybe even rant a little every once in a while among peers.

If you’re a member of an association like SHRM or CIPD, you can participate in
discussions and look for advice and support there. Other HR communities that
come to mind are:

 * AIHR learners community
 * Hacking HR
 * The Evil HR Lady Facebook group
 * Disrupt HR


9. CELEBRATE WINS AND ACHIEVEMENTS

Setting goals enables you to see how you progress towards them and – more
importantly – celebrate when you hit a milestone. Not only does this help you
take ownership of your great work, but it will also give you a sense of
accomplishment.

Too often still, we forget to take a moment and look at what we’ve achieved
because we’re already moving on to the next goal or task on our list. So, make
sure to recognize your achievements. If you find that hard to do, track them
within your team and celebrate the milestones together.

Build a culture of peer recognition within your team and lead by example. Be
specific about the praise you’re giving and describe exactly why your teammate
deserves recognition. This can, for instance, be when they demonstrate a company
value.

Let’s say that one of your organizational values is continuous learning and your
teammate just successfully finished an HR certificate program. You could say: “I
noticed how dedicated you are to continuously improving your HR skills and how
you manage to find time for learning every week despite your busy schedule. The
competencies you’re gaining are helping us make our HR department more effective
and innovative. Well done, and congratulations on your certification!”


BONUS: INVEST IN DEVELOPING HR SKILLS AND CAPABILITIES

Talking about continuous learning, it’s essential for HR professionals to keep
investing in expanding their own skills and capabilities. You need to be ready
to face the next crisis, which will inevitably come and guide your organization
through it again.

Focus on developing future HR skills like change management, organizational
design, and inter-departmental collaboration. It’s also vital to work on your
core HR competencies:

 * Business acumen
 * Digital dexterity
 * Data literacy
 * People advocacy

As a well-rounded HR practitioner, you will be able to navigate the future
challenges your organization will be confronted with and come out stronger.





ON A FINAL NOTE 

If you want to build an organization with happy and productive employees, start
taking your own well-being seriously and prioritize HR for HR. Only then can HR
become a resilient, flexible, and future-proof function with the power to help
organizations achieve success. 


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NEELIE VERLINDEN

Neelie Verlinden is the host of the popular All About HR talk-show/podcast and
co-founder of AIHR, the Academy to Innovate HR. She’s an expert on all things
digital in HR and has written hundreds of articles on innovative HR practices.
She's also an instructor on several popular HR certifications. Connect with
Neelie via LinkedIn.


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