Who can HR turn to for support?
As the saying goes “nothing is forever” and that’s certainly true for business. In recent years, virtually every industry has had to develop and adapt to a changing world, from the rapid emergence of new technologies to a shift in workforce demographics.
Most recently, mental health has topped the business agenda, and with half of all employees suffering a mental health problem in their current job, it’s clear that employers must do more to protect the wellbeing of their staff.
But amid this constantly evolving landscape and growing focus on mental health, the role of HR has also had to change. No longer just responsible for hiring talent, businesses are increasingly utilising the skills and knowledge of HR to drive through policies and strategies to help nurture, develop and support employees and the wider business. In short, HR has become the caretaker of employee engagement and wellbeing.
But for many HR professionals, this need to be permanently available to support and advise others can make it difficult to “switch off.” HR employees are in a unique position of responsibility and while it’s great that HR is being used to its full potential, we need to be mindful that they too need an outlet. In constantly focusing on the wellbeing of others, we need to make sure that HR professionals don’t inadvertently neglect their own mental health.
In small businesses especially, the responsibility may fall upon just one or two people who are expected to be the source of all things confidential, on hand to deal with everyone else’s problems. This can make it particularly difficult to share their concerns or stresses with another team member or boss if the information they’re privy to is private.
However, we wouldn’t be human if we weren’t all sometimes emotionally affected by difficult situations. With the demands on HR only set to grow, as working environments become more complex and business leaders grapple with economic uncertainty, it’s vital that HR professionals are conscious of their own stress levels and put in place measures to protect their wellbeing, including:
Building a network
Creating a network of people that you can turn to is paramount. HR professionals should not be afraid to make other HR contacts from different companies. Having that relationship and a shared understanding of the pressures and expectations of the role can help. It’s also important to have support from friends, family and other people you can turn to when you’re feeling overwhelmed or simply need to forget about the stresses of the day.
Remembering boundaries
No one is superhuman and we need to remember that one individual cannot be expected to take on everything. Managers must be responsible for the performance of their own teams, and while HR is there to guide and advise, they are not there to perform the jobs of others.
HR professionals need to “practice what they preach”, taking steps to avoid burnout and make stress management a priority. Whether that stress release involves taking regular breaks, speaking to friends and family or hobbies such as yoga or mindfulness, ensuring you take some time out can go a long way towards providing much-needed emotional distance from the job.
Practising self-awareness
Showing vulnerability is not something to be afraid of. The ability to handle stress and perform professionally and calmly in difficult or challenging situations is what most HR professionals feel is expected of them. But it takes courage to put your own hand up and admit you’re feeling under pressure. By being open and honest, HR professionals are more likely to receive support from others and encourage people across the business to talk about their own difficulties and experiences, which will lead to a stronger, more compassionate workforce.
We need to be mindful that HR is just as susceptible to challenges or stress as any other profession, so as an industry we should come together to support each other. At JourneyHR we are always happy to offer advice or just listen. Ultimately, the more we look out and care for each other, the better we will be at our jobs and the more we will be able to help others.
“With 50% of all employees suffering a mental health problem it’s clear employers must do more to protect the wellbeing of their staff. ”