Struggling with HR Burnout? Here’s How to Overcome It!

HR professionals are often difficult to convince to take care of themselves. They are so focused on helping others that they might feel guilty if they take time for self-care. But without that care, they won’t be as effective in helping the entire organization thrive and keeping themselves in the best shape.

The pandemic created an overwhelming amount of work, and burnout became even worse, especially for HR teams that are usually short-staffed. So, the question is, why has HR been hit so hard by burnout, and what can businesses do to support their HR teams moving forward?

While it is impossible to eliminate all stress, it is possible to reduce the preventable causes and create an environment where HR professionals feel a sense of purpose, not regret. In this blog, we will explore some ways HR professionals can prevent burnout and focus on improving their well-being. So, let us get started!

What is HR burnout?

The World Health Organization (WHO) describes burnout as an “occupational phenomenon”, meaning it is closely linked to work. While we might feel similar feelings like boredom or dread in other areas of life, burnout is different because it is tied specifically to work stress.

For HR professionals, burnout can lead to more mistakes and a poor employee experience. Constant turnover and repetitive tasks add a lot of stress and make it harder for HR managers to focus on the people they are there to support. 

What causes HR burnout?

HR is overwhelmed with responsibilities, many of which have increased since the pandemic began. Today, burnout and emotional exhaustion are as widespread among HR teams as during the pandemic.

Hiring has been the main focus of HR professionals, but the problem is that the team responsible for improving the rest of the organization is seriously understaffed.

Although the worst of the pandemic might be over, HR burnout will likely continue, especially with the ongoing high demand for talent. HR stress can come from different sources depending on the type of business or industry. However, there are some common causes of burnout in HR. Let us look at the key ones:

Heavy workload

HR professionals have to juggle many responsibilities, including recruiting, payroll, training, compliance, benefits, employee relations, etc. They also need to stay updated on new HR trends and laws, which adds even more to their plate. Often, HR ends up focusing so much on everyone else’s needs that they do not have time to take care of their own.

Lack of resources

Many HR professionals do not have the right tools to do their job well. Outdated systems and difficult-to-use technology make their work harder, not easier. HR needs modern and efficient tools to help them do their job to reduce burnout.

Lack of support and recognition

HR is essential to any organization but often does not get enough recognition for their work, especially in long-term projects like cultural transformation, where results are not immediately visible. Moreover, many C-suite leaders still see HR as just an administrative function. 

High turnover

HR teams experience turnover at a higher rate than other departments. And when HR staff leave, those who remain have to pick up the extra work, which increases stress and burnout.

External pressures

Beyond the pandemic, HR has been impacted by economic uncertainty, rising inflation, social justice movements, political tensions and global issues. As a result, hiring professionals have had to manage the workforce through all of these challenges.

The above-mentioned factors contribute to HR burnout, and addressing them is key to supporting HR professionals and reducing stress in the workplace.

How to address HR burnout?

The combination of burnout, remote work struggles, the Great Resignation, the shift to hybrid models and ongoing compassion fatigue makes HR’s situation critical. Now is the time for organizations to step up and take care of their HR teams.

Every cause of HR burnout can be addressed, though it may take time and a close look at your specific business. Fortunately, some solutions can bring immediate relief. Here is how businesses can better support their HR staff:

Prioritize mental health conversations in the workplace

To prevent HR burnout, prioritize their well-being just like other employees. Mental health has always been important, but the pandemic made it essential to talk about it openly at work. Leaders must focus on supporting their team’s emotional well-being, which is now a key leadership skill.

They can do so by providing helpful tools and offering resources that cater to HR’s needs, such as wellness counselors, financial courses, telehealth and career development. These efforts, though time-consuming, will help reduce burnout and turnover within HR teams. 

Also Read: The Significance of Prioritizing Employee Well-Being in Today’s Business World

Invest in the right tools to simplify HR tasks

Businesses should invest in the right tools and technology to help HR teams manage their workload. Automating time-consuming tasks, like interview scheduling and assessments, can free up HR professionals to focus on more strategic initiatives. These initiatives include enhancing company culture and improving employee experience.

Using tools like Interview-as-a-Service platforms can streamline the hiring process and reduce burnout on HR teams. This investment not only boosts efficiency but also helps HR professionals stay focused on tasks that truly contribute to the organization’s success.

Related: The Changing Landscape of Hiring with Interview-as-a-Service

Set clear boundaries for remote work

Remote work can blur the lines between personal and professional life, especially for HR professionals facing burnout. Therefore, leaders should help HR teams set boundaries, like defining work hours and delegating tasks. Clear expectations and communication with colleagues help prevent overwork and allow HR to focus on what truly matters.

Recognize and celebrate HR achievements

HR’s work can be hard to measure, but it is essential to acknowledge their impact. Whether it is smooth operations or meeting goals, recognition boosts morale. Celebrate milestones, even small wins like completing open enrollment or achieving payroll accuracy.

In addition, promote a culture of appreciation by supporting peer recognition and setting an example yourself. Acknowledge actions that reflect company values and foster an environment where everyone’s efforts are celebrated and respected.

Conclusion

When HR teams struggle, it impacts the entire organization. Today, HR departments have a lot to manage, and the tips discussed in this blog, along with the right Interview-as-a-Service software, should help make their work easier. Automating manual tasks is crucial to free up HR’s time and energy so they can focus on more strategic work. Adopting technology, like VProPle’s Interview-as-a-Service platform, can save time, reduce stress and allow HR to focus on key strategies to attract, retain and develop talent. So, if you are ready to give your HR team the support it needs, get started with VProPle today!