The “burnout crisis” in HR departments, the most influential unit in ensuring employee well-being, is profoundly impacting company sustainability.
Traditionally tasked with protecting the well-being and well-being of employees, HR departments have undergone a strategic transformation in recent years. Increasing responsibilities in areas such as talent management, diversity and inclusion, and mental health support have led HR professionals to neglect their own well-being. Experts emphasize that HR burnout is not just a professional problem but also a crisis that directly impacts the quality of support companies provide to their employees, their most valuable asset.
The Loneliest Department is HR
Elif Elkin, Founder of Elkin Consultancy, commented on the matter: “Human Resources is the only place in a company where everyone voices their feelings, expectations, satisfaction, or dissatisfaction. The teams working behind this door are forced to manage not only processes but also emotions. While things going well are seen as ‘just the way they should be,’ HR becomes the first target of criticism at the slightest hiccup. This invisible burden can make HR professionals the loneliest department in a company. However, when the well-being of this team, which supports people—the most valuable asset of organizations—is neglected, sustainable success is impossible. Ignoring HR’s well-being while discussing employee well-being is, in fact, ignoring the future of the company. It is vital that leaders recognize this reality and view HR not merely as a function but as a strategic asset and a safeguard.”
Why Is Burnout a Crisis in Human Resources?
Elif Elkin emphasized that burnout in the HR field poses a significant threat to company sustainability, saying, “The Great Resignation, the talent war, and rising employee expectations following the pandemic have significantly increased the workload of HR teams. Remote work has led to uncertain working hours, disrupting the work-life balance.
Furthermore, HR professionals carry a high emotional burden when managing employee issues and crises. Their role as mediators in a wide range of situations, from internal disputes to difficult meetings during performance evaluations, leads to mental fatigue.”
”Another significant factor contributing to HR burnout is inadequate support systems. While employee wellness programs are designed and managed by HR teams in many companies, these teams struggle to find adequate support for their own mental health,” he said.
Solutions and Future Steps
Elif Elkin listed her recommendations for companies and leaders to address the HR burnout crisis:
Wellbeing Programs for HR
Companies should create wellbeing programs similar to, or even more similar to, the ones they offer to their employees for their HR teams. This could include therapy support, mindfulness sessions, and emotional resilience training.
Strengthening the Strategic HR Role
HR managers should be supported to reduce operational workload and focus more on strategic planning. Automation and technology investments can help alleviate routine tasks.
Unlimited Communication and Empathy
It is important for management to understand the challenges faced by HR teams and establish open communication channels. A safe environment should be created where HR can express their needs.
Leaders Must Take Action
“Employee well-being is a cornerstone of a company’s success,” Elkin said, concluding: “However, ignoring the HR professionals who uphold this pillar will result in a loss for everyone in the long run. HR burnout is a strategic crisis that must be addressed. It is critical for leaders to prioritize this issue and take action, not just for HR, but for the future of the entire organization.”
