In today’s global work culture, burnout has become an alarming issue, affecting over 88 percent of the workforce, with 60 percent experiencing high levels of burnout. A staggering 40 percent even consider burnout as an inevitable part of achieving success. This problem has intensified since the pandemic, with work-life balance disappearing for many. Even younger generations, like Gen Z, are not immune to high levels of burnout, in part due to the blurring of boundaries between work and personal life, along with companies expecting constant availability.
In today’s global work culture, burnout has become an alarming issue, affecting over 88 percent of the workforce, with 60 percent experiencing high levels of burnout. A staggering 40 percent even consider burnout as an inevitable part of achieving success. This problem has intensified since the pandemic, with work-life balance disappearing for many. Even younger generations, like Gen Z, are not immune to high levels of burnout, in part due to the blurring of boundaries between work and personal life, along with companies expecting constant availability.
Consider implementing the following strategies:
Set Clear Boundaries and Expectations
While fostering empathy and transparency, it’s essential to communicate that while HR and managers encourage openness, clear boundaries must be respected. Overstepping these boundaries can disrupt team cohesion and contribute to HR and manager burnout. Companies should establish written guidelines to define what is appropriate and what is not in terms of personal sharing in the workplace.
Create Guidelines for HR
Codifying guidelines for HR professionals is critical to manage boundary issues. While HR and managers should support their teams, excessive involvement in personal matters can be unethical and lead to conflicts of interest. These guidelines should help HR and managers handle boundary violations while remaining sensitive to employee needs
Make Use of Employee Wellness Initiatives
To combat burnout, health and wellness programs are more critical than ever. Robust mental health benefits can provide employees with professional support, relieving the burden on HR. Offer flexible schedules, paid mental health days, subscriptions to meditation and fitness programs, and mental health education to promote well-being.
Introduce an Employee Assistance Program (EAP)
HR and managers can refer employees to EAPs, designed to provide solution-focused support for various personal and work-related concerns. EAPs offer services like counseling, referrals to external resources, crisis intervention, and assistance with work-life balance. These programs maintain appropriate boundaries and ensure employees receive specialized support.
Become Leaders in Relationship Management
As HR’s role expands, relationship management becomes crucial. Instead of functioning as therapists, HR professionals should set boundaries and act as coaches. This entails active listening, empathy, professionalism, and respect. Clearly defining boundaries and limitations establishes the right expectations and fosters a professional yet supportive work environment in today’s working world.