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Who is looking after us? HR leaders report feeling strain from increasing employee expectations

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Summary

A survey of 302 HR directors and C-suite professionals found that 22% of them were feeling 'very stressed', and almost three in ten (28%) felt there were too many demands on their time. The survey found that employee demands for higher pay, greater working flexibility, stronger value and purpose, and more hybrid working flexibility were among the top-rated concerns for businesses. HR leaders are feeling increasingly burnt out and stressed due to the growing amount of work they are expected to do, and many are moving into the freelance and interim market to gain greater flexibility. Half of respondents said that they often felt employee demands were unrealistic, and HR directors and C-suite leaders also said they felt the balance of power in the workplace often sits in favour of employees. HR professionals need to be more involved in decision-making, and should be supported in their role to help employees manage their own stress and productivity.

Q&As

How are HR directors and C-suite professionals feeling the strain from increasing employee expectations?
HR directors and C-suite professionals are feeling very stressed, have too many demands on their time, are unable to keep up with the pace of change at work, and are uncertain what they should prioritize in their role.

What are the top-rated concerns for businesses due to employee demands?
The top-rated concerns for businesses due to employee demands are higher pay, greater working flexibility, stronger value and purpose, and more hybrid working flexibility.

What factors are causing HR leaders to become increasingly burnt out and stressed?
The growing to-do list on an HR director's desk, the lack of HR in the decision-making room, and the enormity of what they do covering so many other aspects of wellness now are causing HR leaders to become increasingly burnt out and stressed.

What challenges exist for HR professionals in the decision-making room?
The challenges for HR professionals in the decision-making room include not having the gravitas, value, and respect to be seen as a pivotal member of the senior leadership of the business, and not being able to inform the design in how the humans within the business resource projects, product, and delivery.

How can HR professionals ensure they are able to support employee needs while also caring for themselves?
HR professionals can ensure they are able to support employee needs while also caring for themselves by moving into the freelance and interim market to gain greater flexibility, checking in with their HR team and asking how they're doing, and investing in their own wellbeing and professional development.

AI Comments

👍 This article provides a comprehensive overview of the challenges facing HR leaders and C-suite professionals in trying to keep up with changing employee demands. It is great to see the importance of HR being taken seriously and the advice of having HR in the decision-making room to inform how people deliver the product.

👎 The article does not provide any solutions to the increasing stress and demands faced by HR leaders and C-suite professionals. It is unclear how HR can be better supported to help employees meet their demands.

AI Discussion

Me: It's about how HR leaders and C-suite professionals are feeling the strain from increasing employee expectations. It mentions that people are demanding higher pay, more flexible working, and a stronger sense of purpose and value from their employers.

Friend: That's really interesting. What are the implications of this?

Me: Well, the implications are that HR leaders and C-suite professionals are feeling overwhelmed and stressed due to the demands of their job. This can lead to burnout and a decrease in productivity. It also means that HR professionals may need to move to the freelance or interim market to gain more flexibility in their workloads. Additionally, it suggests that HR professionals must be included in decision-making processes to ensure that employee needs are being addressed.

Action items

Research the CIPD's resources for people professionals to better understand the support available.
Develop a plan to ensure HR leaders are given the respect and value they deserve in the decision-making process.
Create a strategy to ensure HR professionals are given the time and resources to prioritize their own wellbeing and professional development.

Technical terms

HR Directors: Human Resources Directors are responsible for managing the human resources department of a company. They oversee the recruitment, hiring, training, and development of employees.
C-suite: C-suite is a term used to refer to the most senior executives in an organization, typically the Chief Executive Officer (CEO), Chief Financial Officer (CFO), Chief Operating Officer (COO), and Chief Information Officer (CIO).
Barnett Waddingham: Barnett Waddingham is a professional services consultancy that provides advice and solutions to employers, trustees, and individuals in the areas of pensions, investments, and insurance.
Hybrid Working Flexibility: Hybrid working flexibility is a type of work arrangement that combines elements of both remote and in-office work. It allows employees to work from home or other remote locations some of the time, while also having the option to work in the office when needed.
Gravitas: Gravitas is a quality of seriousness, dignity, and authority that is conveyed by an individual's words and actions.
Interim Market: The interim market is a type of job market in which employers hire employees on a temporary basis to fill a specific role or project.
Cascade: Cascade is a term used to describe the process of passing information or instructions from one person or group to another.
Holistically: Holistically is an adjective used to describe a process or approach that considers the whole of something, rather than just its individual parts.