As the world grappled with the uncertainties of the pandemic and prepared themselves for the new normal, ‘burnout’ affected not only the employees but also the HR department. Months into the pandemic and reports of employee burnout struggle with remote and hybrid work transitions, morale issues started to emerge, and HR had to intervene and fix things. Though in subsequent months HR themselves began experiencing the heat of burnout.
They felt undersourced and faced extraordinary pressure. New or overhauled workplace cultures, new and some untested guidelines, new politics, tensions between colleagues, etc. created more challenges, and they had their own emotional fatigue to deal with. It all got a bit too much for some HR employees who felt underappreciated or undervalued at work.
The Challenges Faced by HR During the Pandemic
One of HR’s jobs is managing perceptions, but perceptions were anything but rosy within HR circles themselves. As one expert sheds light on the conundrum, “HR fraternity is tasked with taking care of employees and ensuring that everybody else feels appreciated, recognized, and healthy in the workplace, but to create a healthier workplace and solve internal issues, they should also feel the same. How can they do this when they don't feel the same?”
Cautiously returning to normal, people are off the mask, but stress and anxiety haven’t quite gone away. So. How can HR folks avoid or overcome burnout before they can help other employees?
As organizations progress, recognizing and addressing burnout, especially among HR personnel, is crucial for maintaining a healthy, productive work environment. Let’s explore some measures that can be implemented to identify and resolve burnout, thereby promoting mental wellbeing and organizational productivity.
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