An Insight into the HR Event "Visionaries" – How People & Culture Teams can protect their mental health amid high demands
At the HR event "Visionaries," an often-overlooked yet critical topic took center stage: the mental health of People & Culture teams. Balancing the expectations of leadership, team demands, and one’s own well-being is an enormous challenge. In times of relentless new demands, People & Culture professionals are under exceptional pressure. But how can they manage this stress without burning out?
Kerstin Michels, co-founder of voiio, shared her personal and impactful journey as a speaker at the event, bringing this issue into sharp focus.
Kerstin Michels’ Story: acceptance over suppression
Kerstin, who lives with a hearing impairment, shared her moving story. For years, she attempted to "fix" her symptoms through work-life balance and self-care, only to find that this approach increased the pressure. It was only when she accepted her situation and spoke openly about it that she managed to reduce stress and continue her work successfully.
„It is what it is. I don’t have to (and can’t) ‘fix’ anything. But I can handle my situation transparently and accept myself as I am.“
Kerstin Michels, co-founder of voiio
The Pressure on People & Culture Teams: How do we manage stress?
Kerstin's experience highlights the importance of discussing challenges and prioritizing one’s mental health. People & Culture teams, in particular, often bear enormous pressure. They are tasked with simultaneously guiding and supporting both the company and its employees, frequently at the expense of their own well-being. Finding balance is a constant challenge.
Studies show that burnout rates in HR can be up to ten times higher than in other departments. The constant focus on the needs of employees and leadership, combined with personal challenges, can become overwhelming. How can this pressure be managed without leading to burnout?
Transparency and open dialogue are fundamental to addressing these challenges healthily. Best practice exchanges during the event underscored how essential it is to prioritize not only employees' needs but also one’s own mental health.
Best Practices in Tackling Unfamiliar Topics – Folke from everphone
Another speaker who offered valuable practical insights was Folke Christoph Grigo from everphone. He shared his experiences in dealing with topics he initially couldn’t fully connect with—areas where he struggled to identify personally. Nevertheless, he faced the challenge of motivating employees and delving into these areas.
His best practice: Listen to yourself and trust your instincts.
Folke explained that it’s not about always having the perfect answer but about staying authentic and transparent. When leaders or People & Culture professionals feel unsure about certain topics, it’s crucial not to pressure themselves. Instead, they should communicate openly, admit when they’re uncertain, and acknowledge their limits. By doing so, they can better support employees and encourage their development. This openness builds trust and motivates employees to remain authentic and discuss their challenges.
The Importance of Transparency and Acceptance
Both stories underscore the importance of embracing vulnerability and openly discussing challenges. In professional settings, it can be particularly difficult for people to address personal issues, often out of fear of consequences. However, as Kerstin discovered, radical transparency can lead to relief.
By communicating challenges openly, as Folke did, we can not only receive support but also build trust with colleagues and supervisors. This can reduce pressure and create space for collaborative solutions.
“When has transparency helped you? Or have you ever regretted being transparent?”
This question, raised during the event, encouraged participants to reflect on their own experiences. Sharing insights on finding the right level of transparency and managing personal challenges was a valuable part of the evening.
Conclusion: Mental Health in People & Culture
The "Visionaries" event reinforced the importance of promoting mental health within People & Culture teams. Kerstin's story and Folke’s insights highlighted how transparency, acceptance, and open discussions about challenges are crucial. Only by taking our own needs and those of our teams seriously and discussing them openly can we work sustainably and support each other effectively.
In a work environment defined by constant pressure and rising demands, we must never forget that our health comes first. When finding balance feels difficult, seeking support—be it from colleagues, supervisors, or an open company culture is essential.
The well-being of employees starts with us—and it’s never too late to take care of ourselves.
Practical Insights: transparency and mental health
Kerstin and Folke’s stories illustrate the importance of prioritizing transparency and mental health. Companies that actively embrace these values not only build trust but also strengthen the resilience of their teams. Inspiration and concrete approaches from practice demonstrate how People & Culture professionals can successfully navigate these challenges.
Discover how everphone successfully tackled challenges in collaboration with DEGURA >
