“You can’t serve from an empty vessel.” For Jodette Cleary, Chief People & Culture Officer at hipages – Australia & New Zealand’s largest online tradie marketplace - this quote from Brené Brown is more than just a reminder; it’s a guiding principle. In the high-stakes world of HR, where professionals are often tasked with supporting the wellbeing of others, self-care becomes essential. Jodette understands that to effectively serve her team and organisation, her own wellbeing—and that of her HR team—must be a priority. This understanding became crucial in the post-pandemic environment, when Jodette first recognised signs of burnout within her team.
“Burnout typically manifests as a combination of emotional exhaustion, reduced performance, and a sense of detachment from work,” she explains. These signs were evident as proactive team members began missing deadlines, making uncharacteristic mistakes, and showing signs of withdrawal. The tell-tale signs made it clear that burnout was more than just a passing phase—it was a serious issue demanding attention and action.
Inspired by Richard Branson, who famously said: “Take care of your employees, and they will take care of your business,” Jodette embarked on a journey to create a sustainable, supportive environment for her HR team, implementing strategies that prioritise both personal and team wellbeing.
identifying burnout: early warning signs
Jodette first recognised burnout in her team through shifts in behaviour and performance. Formerly proactive team members were missing deadlines, making uncharacteristic mistakes, and appearing withdrawn. Additionally, there was a noticeable uptick in absenteeism and an increase in irritability among team members. “What really stood out was the emotional exhaustion—team members were reporting feeling drained and unable to keep up,” she notes. High performers, who once managed complex tasks seamlessly, were now struggling to maintain productivity, showing just how profoundly burnout can affect even the most resilient professionals.
key indicators that jodette observed included:
- emotional exhaustion: A pervasive sense of fatigue and overwhelm.
- decreased productivity: Mistakes and delays were common, even among previously high-performing team members.
- detachment: A lack of engagement and motivation where there was once enthusiasm.
These patterns prompted Jodette to examine not just individual workloads but also team dynamics and the broader organisational culture to understand the root causes.
strategies for addressing burnout in HR
To tackle burnout head-on, Jodette implemented a multi-faceted approach that combined both proactive and reactive strategies. The goal was not just to manage existing burnout but also to create a sustainable work environment where burnout would be less likely to occur.
-
1. realistic workload management:
Jodette began by re-evaluating her team’s objectives. “We scrutinised what we were trying to achieve and took a more realistic approach to workload,” she explains. This included prioritising projects and setting achievable goals to reduce the pressure.
-
2. workload redistribution & flexible work options:
By reviewing individual responsibilities, Jodette identified opportunities to redistribute tasks more evenly across the team. Flexible work arrangements were introduced to help reduce pressure, which had an immediate, positive impact. “Giving team members the flexibility to manage their own schedules made a world of difference,” she adds.
-
3. regular wellbeing check-ins:
To foster open dialogue around mental health, Jodette integrated informal wellbeing check-ins into weekly one-on-one meetings. These check-ins focus on workload and mental wellbeing rather than performance, giving team members the opportunity to discuss any concerns before they escalate.
-
4. structured recognition programs:
Jodette noticed that a lack of recognition can contribute significantly to burnout. To combat this, hipages introduced a team recognition program that regularly acknowledges contributions, ensuring that each team member feels valued for their efforts.
-
5. training on resilience and stress management:
In partnership with a mental health provider, hipages has started offering training sessions on mindfulness, resilience, and practical stress-management techniques. “Our goal is to equip the team with skills to manage stress before it becomes overwhelming,” says Jodette. These sessions help team members develop proactive strategies for maintaining wellbeing in a high-pressure environment.
Since implementing these initiatives, hipages has seen a measurable improvement in engagement and a reduction in turnover, highlighting the effectiveness of these targeted actions.
unique challenges in the australian HR landscape
Jodette points out several factors that contribute to burnout among HR professionals in Australia, including:
- continuous change management: The dynamic regulatory environment in Australia means HR teams are constantly updating policies to remain compliant, adding layers of pressure.
- talent shortages: The high demand for skilled talent, especially in the tech sector, places HR teams under intense pressure to recruit quickly in a talent-scarce market. This often leads to long hours and added stress.
- remote and hybrid work complexities: Maintaining culture, managing performance, and ensuring wellbeing for remote teams adds a new layer of complexity to HR roles.
- increased focus on employee wellbeing: Ironically, while HR is responsible for wellbeing across the organisation, the profession often lacks adequate support for its own members.
- financial pressures: Rising living costs and competition for talent with high salary offers make retention challenging, further straining HR resources.
These factors underscore the unique pressures HR teams face in Australia, highlighting the need for organisations to take proactive measures in supporting their HR professionals.
building a sustainable and supportive environment
For Jodette, creating a supportive work environment goes beyond just implementing wellbeing programs—it requires structural changes that foster resilience at all levels of the organisation.
-
1. setting boundaries:
Establishing clear boundaries around work hours and promoting a “right to disconnect” is critical. By discouraging after-hours work, hipages aims to support a healthier work-life balance for all employees.
-
2. providing adequate resources:
Jodette believes that HR teams should have access to the best tools, technology, and budgets to support their work effectively. “HR is often taken for granted, but to build an exceptional culture, you need to invest in your HR teams,” she explains.
-
3. leadership role modelling:
At hipages, leaders are encouraged to model healthy behaviours, like taking regular breaks and disconnecting from work. This approach not only supports leaders’ own wellbeing but also sets a positive example for the entire organisation.
-
4. supportive infrastructure:
Initiatives such as peer-support systems and buddy programs foster a sense of community and shared responsibility, allowing HR professionals to lean on one another for support. Cross-departmental collaboration on wellbeing initiatives also distributes the responsibility across the organisation, reducing the load on HR alone.
advice for HR professionals experiencing burnout
For HR professionals dealing with burnout, Jodette offers the following advice:
- recognise the signs: Pay attention to early symptoms of burnout, such as emotional and physical exhaustion.
- take time off: Don’t hesitate to take a mental health day or longer if needed. Time away from work can provide much-needed clarity and recovery.
- set boundaries: Create clear work boundaries and communicate them with your team to maintain a healthy balance.
- utilise resources: Access Employee Assistance Programs (EAP) or seek professional help when necessary. Connecting with other HR professionals can also provide valuable support.
- practice mindfulness: Incorporate mindfulness techniques, like meditation or deep breathing, to manage day-to-day stress.
- practice what you preach: Jodette reminds HR professionals to use the same resources and advice they recommend to others, as role-modelling wellbeing can inspire others to prioritise their health.
