Human resources (HR) professionals often face the challenging task of balancing the needs of different internal stakeholders, which can be emotionally taxing, especially when dealing with difficult issues like handling conflicts, layoffs, or organisational changes. HR is also often the first line of support for employees during personal crises like health problems or bereavement.
The demanding nature of their role can take a toll on their own emotional state. Recognising the challenges of HR work and eliminating stigma around seeking help is crucial for the profession. To do their jobs well, and help employees do their best work, HR professionals need to take good care of their mental health.
Taking care of one’s mental health lies on a range of factors, from the individual level, environmental factors and with organisations support. While all organisations function differently and offer different levels of support, here are some ways individuals can take charge of their mental well-being at work.
Setting boundaries and exercising your right to say “no”
Imagine being constantly bombarded with urgent requests even when you already have your hands full with existing work projects. This is the reality for many people professionals today.
Setting boundaries is crucial to protecting one’s personal time and energy. They help differentiate between work and personal life, allowing you to recharge and avoid feeling overwhelmed. For example, you might establish specific working hours, create a designated workspace, or limit your phone usage after work.
One of the biggest challenges in setting boundaries is dealing with unreasonable expectations. Colleagues or managers may demand immediate responses, expect you to be available 24/7, or task you with projects beyond your work scope or capacity. It is essential to recognise these inappropriate requests and politely decline. It can be daunting, but saying “no” doesn’t make you a bad employee; it helps you to put full focus on your most important priorities, so you can complete them well.
Managing the emotional impact of HR work
HR professionals often face challenging situations, such as implementing organisational changes, handling complaints, or addressing workplace misconduct. If not managed well, these can take an emotional toll on oneself.
One’s emotions can even affect others, according to a study at the Wharton Business School. In the study, students were placed in groups to work on a decision-making task. One person in each group was secretly instructed to act in a way that expressed a particular emotion. When this person displayed positive emotions, the entire group became more optimistic, cooperative, and fair in their decisions.
Leaders can use this to create a positive work environment by expressing positive emotions themselves. However, it’s important to note that emotional contagion can work both ways, and negative emotions from followers can also influence leaders.
When experiencing difficult emotions, it can also be helpful to share your experience or emotions with a close confidante, of course while protecting confidentiality. After difficult and emotional meetings, it helps to take a pause, to process one’s feelings and decompress instead of trying to power through the workday.
Effective recovery time
The need for rest and maintaining a healthy balance between work and life has long been espoused as the key to preventing burn out. But not all rest time is equal. The DRAMMA model, created by Newman and his team in 2014, outlines six essential elements that can be incorporated into one’s leisure activities to promote physical and mental well-being.
Besides creating physical space between yourself and work, it is important to fully detach and disconnect from all work-related thoughts and tasks. Engage in activities that fully absorb you, like reading or physical activity, to have a full physical and mental break from work. These activities should also be relaxing, that help you unwind and use different resources than at work. This can include spending time in nature or avoiding screens altogether.
Exercise autonomy when it comes to recovery. This means setting time for “me time” and doing activities you want to do, instead of doing them out of obligation or simply accommodating others’ requests and preferences.
Your recovery activities should also challenge you and allow you to build skills. Mastering new tasks or achieving personal goals can increase life satisfaction and reduce exhaustion. Ideally, these leisure activities should also be meaningful, and align with your values and purpose. Some examples include volunteering, community involvement, or cultural experiences.
Building affiliation and social connections is another important factor for recovery. Whether it’s team sports, games, or spending time with friends and family, these social activities can help foster stronger connections, which are key to maintaining one’s mental well-being.
We are our biggest advocates
Navigating the demands of work can be challenging, but it’s crucial to prioritise our own well-being. We must become our biggest advocates, actively taking steps to ensure our physical, mental, and emotional health. Setting clear boundaries between work and personal life is essential to prevent burnout and maintain a healthy balance. Managing our emotions effectively helps us navigate stressful situations and maintain a resilient outlook. Finally, making sure our “down time” is also adequate and effective is how we can continue to bring our best selves to both our work and personal lives.
About the author
May Leng Kwok, Chartered FCIPD, is the Head of Market Development – Global CIPD. She’s a seasoned consultant and a subject matter expert in HR and L&D practices in Europe and APAC, with over two decades of experience. She joined the Chartered Institute of Personnel and Development (CIPD) in 2006 and is currently responsible for driving CIPD’s purpose in international markets.
May Leng is a CIPD Chartered Fellow and a Member of National Certification Committee for the Australia HR Institute and on the Board of Advisors for the Asia Pacific AI Institute. She is also regularly invited as a keynote speaker at HR conferences and thought leadership events.
