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These days, burnout seems like an inescapable part of global work culture. The APA reports that over 88 percent of today’s workforce reports experiencing burnout, with 60 percent reporting high levels. In fact, 40 percent of those surveyed by Asana even state that they see burnout as an inevitable part of success.
Burnout has only increased since the pandemic, with work-life balance suffering or even disappearing completely. Despite being new to the workforce, younger generations like Gen Z are experiencing exceptionally high levels of burnout. This is due, in part, to a lack of boundaries between work and personal life and companies’ expectations that people be available for work at all times.
To retain talent, it falls on HR professionals to figure out new and creative ways to reduce stress and keep the workforce engaged and optimistic. And if Gen Z’s tendency to open up about emotions in the workplace is any indicator, this may increasingly require listening to and offering advice about personal issues.
As a result, HR professionals and line managers may feel like they’re taking on the role of a therapist in addition to their other responsibilities. So how can organizations protect HR’s time and set