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ORGANIZATIONAL FATIGUE IN HUMAN RESOURCES

According to Sage, The changing face of HR in 2024, 95% of HR leaders find working in HR to be overwhelming due to excessive workload and stress. A staggering 84% of HR leaders frequently experience stress, and 81% report feeling burnt out.

We live in a marvellous era, where the work culture is drastically changing, thanks to every generation that comes forth to break common “norms” of corporate world and replace it with a better and flexible one. But with this ever-changing landscape, no matter which “era” we speak of, what industry we speak of, at the core of it is People in various roles, and with various expectations it creates repercussions which can be hard to overcome individually and then as a whole organization.

All these repercussions are ultimately dealt by HR’s of any organization who are again people. Whilst we, HR’s are seasoned to deal with it all with a strong front, fatigue: both mental and physical is inevitable, and we often seem to forget on acknowledging it.

Even though the HR department is a small unit in comparison, it shoulders big responsibility of the entire organisation; we face, manage and maintain the biggest and most challenging aspects: others’ emotions. Always separating the role and the persona is not easy, and when it gets too much, where would a HR go? All jokes and memes apart but being a bearer of not the news employees want to hear reminds me of King Leonidas kicking the Persian news bearer into the deep well! It is a tough spot to be in when you are not the decision maker but enforcer.

If you are a young HR, new to the HR world, learn to separate your personal and professional lives. Practice objective thinking, practice to process the information load, arrive at a solution or response. Do not consume it in its raw form. That just goes to your mental space. Always ask for guidance, ask for help, when you feel it is getting harder, stand up and call for a time out.

If you are seasoned HR, perhaps become a listening post to your team members, let them know it is okay to fail, fail but learn, practice empathy but not feel with them.

Over the time, prioritizing work when you’re in work zone, collaborating within the team can help distribute workloads, which in turn helps promote a supportive work environment as well.

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