Su Patel MCIPD
Executive Coach for Professionals
It’s 8 PM, and you’re still at your desk, responding to emails marked ‘urgent.’ Your phone buzzes again — another question from a manager. You glance at your calendar for the next day, only to see it packed with back-to-back meetings.
You’re tired — not just physically but emotionally drained.
You pause and wonder, “How did it get to this point? I’m here to help others thrive, yet I feel like I’m barely holding on myself.”
As HR professionals, we’re the ones people lean on, the ones expected to have all the answers. But the truth is, many of us are quietly running on empty.
Burnout in HR is real, and it’s time we talked about it. Let’s explore what it looks like and, more importantly, how we can start reclaiming our energy and focus.
What Does Burnout Look Like in HR?
Burnout doesn’t hit you like a lightning bolt. It’s a slow, creeping feeling that builds over time until it’s too big to ignore. Here’s how it might show up:
Always On: You can’t seem to disconnect, even after hours.
Emotional Exhaustion: You feel drained, with nothing left to give.
Frustration or Cynicism: You start feeling detached from your work or the people you’re supporting.
Physical Signs: Constant fatigue, headaches, or that nagging ache that never goes away.
If this feels familiar, know this: You’re not alone, and you’re not failing. Burnout is a signal, not a weakness. It’s a sign that something needs to change.
Practical Steps to Recharge and Reclaim Your Energy
Burnout doesn’t disappear overnight, but small, intentional actions can make a world of difference. Here’s what’s worked for me and many others:
1. Recognize When You’re Running on Fumes
The first step is self-awareness. Burnout often creeps up because we’re too busy to notice it. Ask yourself:
Are you saying “yes” to everything, even when it’s too much?
Do you feel guilty when you take breaks?
Are you pushing through exhaustion instead of addressing it?
💡 Takeaway: Awareness is the first step to breaking the burnout cycle.
2. Create Micro-Moments of Rest
Sometimes, taking a full day off feels impossible. That’s okay — start small.
Step outside for 5 minutes of fresh air.
Pause between emails for deep breaths.
Savor your coffee without checking your phone.
💡 Takeaway: Small moments of rest can restore more energy than you think.
3. Set Boundaries Without Guilt
HR often feels like a 24/7 job, but it doesn’t have to be.
Let colleagues know your “off” hours and stick to them.
Say “no” to tasks that aren’t urgent or aligned with your priorities.
💡 Takeaway: Boundaries protect your energy and allow you to show up as your best self.
4. Lean on Your HR Community
Sometimes, the only people who truly understand HR struggles are fellow HR professionals.
Join a professional network.
Share your challenges with trusted peers.
Seek advice and find comfort in knowing you’re not alone.
💡 Takeaway: Connection can lighten the mental load and remind you of your shared experiences.
5. Prioritize Your Own Well-Being
We champion wellness for employees, but how often do we do the same for ourselves?
Schedule activities that bring you joy — a morning walk, a favorite hobby, or simply unwinding with a book.
Make time for physical and mental self-care.
💡 Takeaway: Self-care isn’t selfish — it’s essential.
The Reward of Recharging
Here’s the thing: when you take care of yourself, you’re not just helping yourself — you’re setting an example for others. HR is rooted in empathy, care, and compassion, but that care has to start with us.
Recharging doesn’t mean stepping away from your responsibilities. It means showing up as your best self — for your team, your organization, and most importantly, for you.
Final Thoughts
Burnout is real, and it’s hard. But it doesn’t have to define your journey in HR. You’re not alone in feeling this way, and together, we can create workplaces that support not just employees, but the HR professionals who hold it all together.
💬 Have you experienced burnout in HR? What’s helped you recover?
Let’s share and support each other in the comments.
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