Thanks to HR’s position on the frontline of so many of the seismic shifts that have hit the workplace in recent times – from hybrid working and the Great Resignation, to the cost of living crisis and now the challenge of ‘quiet quitting’ – life has never been more hectic for hard-pressed people teams everywhere.
Under such trying circumstances perhaps it’s not surprising that looking after the people who look after your people can sometimes take a back seat when it really shouldn’t. A recent survey of 200 UK HR managers showed that almost half (45%) had considered leaving their current roles due to the pressure of dealing with employee burnout and mental health concerns. Furthermore, 23% reported suffering compassion fatigue as a result of two years spent supporting struggling employees while not being adequately supported themselves.
Left unchecked, the consequences are not hard to predict – your top HR talent will start to leave, just at the point when you need them most. In fact, this may already be happening, data released by LinkedIn in June shows that the level of churn in HR roles globally was 15%, over one-third higher than the average and the highest turnover rate of any job function.
