Protecting HR Teams from Burnout
Burnout is a commonly discussed issue amid the COVID-19 pandemic. Oftentimes, it’s HR’s responsibility to help employees cope with burnout and its contributing factors. In many cases, that leaves HR teams without lifelines of their own. However, HR professionals can take steps to stay afloat when feeling overburdened.
Burnout, in simple terms, is the feeling of mental exhaustion stemming from workplace duties. According to the World Health Organization, burnout may be shown through the following symptoms:
- Fatigue or energy depletion
- Decreased engagement at work, or feelings of negativism or cynicism related to one's job
- Reduced productivity or efficacy
As these examples show, burnout doesn’t always look the same for everyone. Yet, the impacts of burnout are typically uniform—lower-quality work and detrimental health effects.
Steps for Employers
Below are action steps for HR professionals to consider when dealing with burnout:
- Meet regularly with team members and peers to gauge their emotional states and discuss individual work duties as needed.
- Recognize and celebrate individual and team achievements.
- Train other managers on how to keep employees engaged and motivated at work, and how to spot signs of burnout.
- Clearly communicate that employees should reach out if they are experiencing burnout, and that there will be no punishment for seeking help.
Consider what actions can help address the unique needs of your work environment.
Additional articles from the June 2021 edition of the Univest Employee Benefits Newsletter:
- IRS Issues Guidance on Taxability of DCAP Benefits
- IRS FAQs on COBRA Subsidies
- Hiring and Managing Seasonal Employees
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