Despite an increase in the number of companies offering solutions to reduce employee stress levels, 98% of HR professionals reported that they have felt burnt out at work in the last six months according to a survey conducted by Workvivo. What is more alarming is that nearly four in five HR professionals are open to leaving their current roles.
With many competing priorities, ensuring that employees are well taken care of and have all the resources they need, dealing with a still-lingering pandemic, addressing the challenges of remote or hybrid work, trying to win the war on talent, rolling out DEI policies and building an engaging workplace culture, it is unsurprising that many HR professionals have felt the strain of their workloads.
But if HR is responsible for ensuring that their colleagues find solutions and resources to combat their stress levels, who is responsible for making sure that they do the same?
Leaders at all levels need to maintain an open line of communication and hold check-ins with their employees at least on a weekly basis to give them the support they need to succeed. For those at the top, it is important that they recognise the signs of being burnt out and take time away as needed.
One such way to ensure that all employees regardless of rank have the ability to unwind is to implement a company-wide mental health leave day. This day gives employees the chance to spend time doing something that feeds their soul and by acknowledging that employees need time to rest demonstrates that business leaders value the well-being of their employees.
Another idea is to implement mandatory mental health training for leaders to help them spot signs of emotional distress which will help leaders properly respond in a way that makes employees feel comfortable, accepted and supported.
Paul Arkwright
Publisher
