HR professionals are no strangers to pressure. As the world of work grows ever more complex, the demands placed on HR teams have reached unprecedented levels. But what toll does this take on your mental and physical health?
The 2024 HR Mental Wellbeing Survey revealed a stark reality: nearly half of respondents reported symptoms of burnout, and 46% scored in the clinical range for depression. These figures highlight the urgent need for HR professionals to adopt strategies that safeguard their wellbeing.
Understanding burnout
Burnout doesn’t happen overnight. It’s the culmination of prolonged workplace stress, often fuelled by high-pressure environments and unhealthy work habits. Persistent demands, minimal recovery time, and an ‘always-on’ culture create a breeding ground for chronic stress. When left unchecked, this can escalate to burnout – a state of emotional, physical, and mental exhaustion marked by feelings of hopelessness, overwhelm and an inability to cope.
Your allies – both at work and in your personal life – are invaluable in safeguarding your mental health.
How to stay resilient and avoid burnout
While the challenges of HR can feel unrelenting, proactive strategies will shield you from burnout and enhance long-term resilience. Here are seven evidence-based approaches to help you navigate 2025 with strength and clarity.
1. Recognise early warning signs
Spotting when you’re at risk of burnout is not simple. Fortunately, there are some key signs and symptoms that you can watch out for – and if you tackle these early, you can prevent stress turning into burnout.
Poor sleep, irritability, increased anxiety, or relying on caffeine or alcohol for a boost could indicate persistent stress. Perhaps you’ve started avoiding social interactions or neglecting hobbies you once loved.
These signs are your body’s alarm bells, urging you to take corrective action. By paying attention to these signals, you can intervene before stress spirals out of control.
2. Request a stress risk assessment
If work stress is significantly affecting your wellbeing, don’t hesitate to speak up. Approach your manager or a trusted senior colleague and request a formal stress risk assessment. The Health and Safety Executive (HSE) provides a comprehensive framework for these assessments, including templates and guidance. A structured review can pinpoint stressors, leading to actionable plans that address key pressure points and ensure accountability.
3. Audit your calendar
Feeling overwhelmed often stems from trying to do too much. Conduct a calendar audit to identify high-priority tasks and eliminate non-essential activities. Seek input from a colleague to help reprioritise effectively.
Block dedicated time each week for deep, focused work. Limit time spent in meetings by questioning their necessity – many can be replaced with a concise email or skipped if they’ve outlived their purpose. When you notice yourself overworking, compensate by scheduling extra downtime for recovery.
Burnout is not an inevitable by-product of being a dedicated HR practitioner – it’s a signal that something needs to change.
4. Shift your work mindset
Ironically, the most dedicated and conscientious people are also the most susceptible to burnout. That’s because high achievers are often perfectionists – people who set unrealistic self-expectations, creating a vicious cycle of striving and inevitable disappointment.
Break this cycle by setting clear boundaries between your work and personal life. Schedule regular breaks, take holidays, and honour commitments to yourself and loved ones. Consider enlisting a trusted friend or colleague to hold you accountable for maintaining balance.
5. Cultivate a support network
Your allies – both at work and in your personal life – are invaluable in safeguarding your mental health. Whether it’s confiding in a close friend, connecting with a mentor, or seeking professional support, building a trusted network is vital.
Supportive relationships can act as a buffer against stress, providing perspective, encouragement and practical advice. Be sure to listen when trusted allies express concern about your wellbeing. And don’t underestimate the power of a candid conversation to help you recalibrate and regain your footing.
6. Grow resilience skills
Research consistently shows that resilience techniques protect against burnout and mental health challenges. Fortunately, this skill set can be cultivated through some simple practices.
For example, taking a moment to savour positive emotions, such as joy or amusement, activates the parasympathetic nervous system, reducing stress. Similarly, challenging overly negative thoughts can foster a more balanced perspective, reducing feelings of anxiety and frustration.
Mindfulness, physical activity, and regular self-reflection are additional tools that can enhance your capacity to bounce back from challenges. Be wary of common resilience myths though.
7. Leaders: Protect your HR team
Leaders have a critical role in shaping workplace culture. If you oversee an HR team, consider implementing systemic support mechanisms like regular HR supervision.
Supervision provides a structured space for reflection, skill development, and emotional processing, helping your team navigate their challenges while safeguarding their mental health. Investing in your team’s wellbeing is not only compassionate but also a strategic advantage, reducing turnover and enhancing overall performance.
A call to action
As we step into 2025, let’s acknowledge the weight HR professionals carry and commit to doing better. Burnout is not an inevitable by-product of being a dedicated HR practitioner – it’s a signal that something needs to change.
By taking a pro-active approach and adopting these strategies, you’re not just protecting your own health, you’re also setting an example for your colleagues. This will ultimately create a ripple effect that prioritises wellbeing across your organisation.
Remember, resilience isn’t about enduring relentless pressure – it’s about self-awareness and smart growth through challenge.
