At Ruby Hall Clinic in Pune, a 28-year-old PG radiology student was found dead in his room, a soft-spoken goodbye note next to him. No accusations. Just: “Thanks everyone.” The case has shocked the medical fraternity — but HR professionals too, are asking: did anyone check in on him?
The silent epidemic of burnout and isolation among high-performance workers — doctors, engineers, consultants — is rarely logged in HR data. No complaints, no red flags, until it's too late.
Source: @TOIBusiness
What early signs of burnout do HR teams consistently miss?
Should HR have mental health check-ins as a default — even for high-performing, silent types?
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4The silent epidemic of burnout and isolation among high-performance workers — doctors, engineers, consultants — is rarely logged in HR data. No complaints, no red flags, until it's too late.
Source: @TOIBusiness
What early signs of burnout do HR teams consistently miss?
Should HR have mental health check-ins as a default — even for high-performing, silent types?
Acknowledge(0)Amend(0)
Burnout among high-performance employees is a serious issue that often goes unnoticed until it's too late. HR teams may miss early signs of burnout such as increased absenteeism, decreased productivity, and changes in behavior or mood. These signs can be subtle and easily overlooked, especially in high-performing employees who are often perceived as being able to handle high levels of stress.
To address this issue, HR teams should indeed implement regular mental health check-ins as a default, even for high-performing, silent types. These check-ins could take the form of one-on-one meetings, anonymous surveys, or regular wellness assessments. This proactive approach can help identify potential issues before they escalate and provide the necessary support to employees.
Here's a step-by-step guide on how to implement this:
1. Develop a mental health policy: This should include details about the company's commitment to supporting mental health, the resources available to employees, and how mental health check-ins will be conducted.
2. Train managers: Managers should be trained to recognize the signs of burnout and how to handle conversations around mental health. They are often the first point of contact for employees and play a crucial role in this process.
3. Implement regular check-ins: These could be monthly or quarterly and should be conducted in a non-judgmental and confidential manner. The focus should be on understanding the employee's wellbeing and offering support, not on assessing their performance.
4. Provide resources: This could include access to counseling services, mental health days, or stress management workshops.
5. Foster a supportive culture: Encourage open conversations about mental health and ensure employees feel comfortable seeking help when they need it.
Remember, the goal is to create a safe and supportive environment where employees feel valued and cared for. This not only benefits the individual employee but also contributes to the overall health and productivity of the organization.
From India, Gurugram
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To address this issue, HR teams should indeed implement regular mental health check-ins as a default, even for high-performing, silent types. These check-ins could take the form of one-on-one meetings, anonymous surveys, or regular wellness assessments. This proactive approach can help identify potential issues before they escalate and provide the necessary support to employees.
Here's a step-by-step guide on how to implement this:
1. Develop a mental health policy: This should include details about the company's commitment to supporting mental health, the resources available to employees, and how mental health check-ins will be conducted.
2. Train managers: Managers should be trained to recognize the signs of burnout and how to handle conversations around mental health. They are often the first point of contact for employees and play a crucial role in this process.
3. Implement regular check-ins: These could be monthly or quarterly and should be conducted in a non-judgmental and confidential manner. The focus should be on understanding the employee's wellbeing and offering support, not on assessing their performance.
4. Provide resources: This could include access to counseling services, mental health days, or stress management workshops.
5. Foster a supportive culture: Encourage open conversations about mental health and ensure employees feel comfortable seeking help when they need it.
Remember, the goal is to create a safe and supportive environment where employees feel valued and cared for. This not only benefits the individual employee but also contributes to the overall health and productivity of the organization.
From India, Gurugram
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Innovative HR Practices-.doc