HR leaders are the backbone of any organization. They’re responsible for maintaining the health and well-being of the workforce and, more recently, for driving the company’s strategic direction. While it’s great to see HR finally getting the recognition it deserves, this new strategic role has simply been added to an already overwhelming list of responsibilities. It’s no surprise that the demands of the job are pushing HR professionals to the brink. Emotional exhaustion and burnout aren’t just risks—they’re almost inevitable.
Workvivo’s study found that 98% of HR professionals are burned out. Yes, you read that right—98%. It’s time we stop ignoring the toll this takes and start addressing it proactively.
Why Are HR Professionals So Exhausted?
HR is one of the most emotionally taxing jobs out there, and the numbers prove it. Sure, 93% of HR professionals say their work is meaningful, but 75% of them are emotionally exhausted. And it’s not hard to see why.
Compassion Fatigue
One major reason is compassion fatigue.
A significant 36% of HR professionals say that hearing employees’ stories about death, illness, and difficult workplace experiences negatively impacts their mental health. Constantly being the support system for others takes a toll, especially when HR is expected to carry the emotional weight of the entire organization.
In a Forbes article, Gillian French, Workvivo’s expert-in-residence in employee experience, highlighted a dilemma. She noted, “HR and internal communications are responsible for taking care of employees, ensuring they feel appreciated, recognized, and healthy. But how can these professionals create a healthier workplace when they don’t feel the same?”
Misconceptions About HR’s Role
There’s also a widespread misconception about what HR really does. As Ryan-Mae, Sr. Director of People Ops, explains, people often see HR as the decision-maker during tough times like layoffs or policy changes. But the truth? HR professionals are usually just the messengers, implementing decisions made by higher-ups. This disconnect only adds to the stress and frustration HR professionals face.
Constant Changes + Low Support
This is a formula for burnout. The HR landscape keeps evolving, and the support isn’t keeping up. According to a Sage report, a whopping 96% of HR professionals expect their roles to change even more in the next five years. 95% have already taken on more responsibilities, and 91% are seeing their workloads and working hours skyrocket.
And yet, despite all this, 63% of C-suite leaders still view HR as nothing more than an administrative function. Is it any wonder that 8 in 10 HR leaders believe the lack of leadership support will continue to be a massive hurdle in the years ahead?
It’s time to stop expecting HR to do more with less and start giving them the backing they need to thrive.
The Pandemic: A Double-Edged Sword
The pandemic changed things, both for better and worse. A staggering 98% of HR professionals say the pandemic has completely transformed their role, with 70% admitting that 2020 was one of the toughest years of their careers. HR was caught in the crossfire—dealing with sudden layoffs, navigating the shift to remote work, and constantly updating safety guidelines. The demands were relentless, and the pressure was immense.
Ryan-Mae highlights the emotional toll this can take: “We were simply saying, ‘Here’s what we know at this moment.’ It wasn’t about what we wanted, believed, or felt; it was about keeping people safe.”
The combination of compassion fatigue, misconceptions about their role, and the overwhelming challenges brought on by the pandemic have left HR professionals emotionally drained. They’re not just managing policies and processes; they’re managing the emotional well-being of entire organizations.
Essential Strategies for HR Professionals to Tackle The Burnout Problem
“I always remind fellow employees that HR professionals are employees too. We have limited scope and no magic wands,”
Ryan-Mae McAvoy
Set the Record Straight on Expectations
HR professionals are often expected to pull off miracles with little to no resources. This is why it’s crucial to have ongoing, no-nonsense conversations with your manager or leadership. Make sure you’re aligned on what’s actually expected of you—and be crystal clear about what’s simply not doable with the resources you have. Leaders need to face the hard truth: HR can’t do everything, and pretending otherwise is a non-starter.
The world of work is constantly evolving, and it’s high time we stop pretending that HR can keep up with every single change without the right support. Regularly touch base with your leaders to ground those expectations in reality.
Learn to Say No
HR professionals can face negative reactions when setting boundaries or saying no. Ryan-Mae shares a valuable lesson from her mentor: “I will tell you no, but you and I can discuss it. I will never say no just because I said so.”
Sure, employees may not always get the answer they want, but at least they feel heard. It’s a balancing act between being supportive and managing what’s actually achievable.
Be Transparent and Set Clear Boundaries (you are not a therapist!)
When employees come to HR with personal problems, it’s essential to be transparent about what you can and cannot do. Ryan-Mae advises, “I always ask, ‘Do you have an EAP? Are there resources you can use?” Being transparent about your role and limitations helps manage expectations and keeps you from becoming the office therapist.
You have to make it clear that you’re not equipped to deal with deep personal issues—that’s not your job. This is crucial for maintaining professional boundaries and ensuring that employees seek the right kind of help.
“When people come to me with problems, I offer four solutions: we can work on it together, I can talk to people on your behalf, you can talk to them without me, or I can let you vent,” she says.
This straightforward approach sets clear boundaries and lets employees know exactly what kind of support they can expect. It’s about being there for them without losing yourself in the process.
Build Your HR Tribe
Going it alone in HR is a fast track to burnout. You need a support network, plain and simple. Ryan-Mae suggests having people in your HR network who understand what you’re going through. Sometimes you need a moment to share your experiences like saying, ‘I had to terminate someone and it was really hard.’ Acknowledging your feelings and having a community that’s got your back is essential. (P.S. if you are looking to explore HR communities, check out the The Shape of Work: AIxHR Community on Slack)
Sure, family and friends are great, but they don’t always get the unique stress that comes with HR. That’s why having peers who understand the specific challenges you face is invaluable.
Disconnect From Work
Ryan-Mae emphasizes the importance of disconnecting “Taking the time to say, ‘Okay, at this moment, I’m going to be on the Peloton because that’s where I need to be,’ instead of checking Slack and emails, is crucial. ‘I need that hour to reset my brain.”
Setting and enforcing these boundaries is a must for avoiding burnout and staying mentally sharp. It’s about giving yourself the time you need to recharge so you can keep going strong.
The Crucial Role of Leadership in Supporting HR
Balancing emotional support for employees with driving business results is challenging to say the least. Ryan-Mae nails it when she says, “You can make hard business decisions and still be kind.” Leadership that recognize this are key.
Organizations need to recognize that HR professionals are human too. They’re not robots, and they need support just as much as anyone else. Ryan-Mae shares, “Our CEO is very vocal about not having Slack or email on your phone. He encourages us to do our work and then go live our lives.” This kind of leadership acknowledgment is essential for the well-being of HR professionals.
“For too long, people assumed HR was robotic, something to be packed away at 5 PM,” she says. “It’s vital to remind everyone that HR professionals have lives outside of work too. I’m a pet owner, I have doctor appointments, I have a life. Working with leadership that gets this is non-negotiable.”
Leading by Example: The HR Leader’s Mandate
HR leaders have a responsibility to also set the tone for their teams by creating a work environment where well-being is actively practiced. Being open about feeling overwhelmed and regularly reminding your team about available support is necessary. Ryan-Mae emphasizes, “We make it a point to remind everyone at least quarterly about the programs we offer.”
She doesn’t just stop at reminders—she makes it easy for her team to find what they need. “I’ll even create Loom videos to show them exactly where to find these resources. It’s all about making access simple and memorable.”
Dealing with emotional exhaustion as an HR leader requires a multi-layered approach. More importantly, it requires leadership that understands the delicate balance between meeting business goals and caring for the human side of the organization.
Ryan-Mae McAvoy’s insights offer a crucial roadmap for HR professionals facing these challenges. Her focus on self-care underscores the reality that you can’t pour from an empty cup. As HR continues to evolve, these principles will be key to ensuring the well-being and effectiveness of HR leaders and their teams.
