Resilient HR: Enabling Healthy Performance

In today’s fast-moving, economically uncertain world, HR are grappling with a growing list of challenges – from implementing hybrid working models to addressing job insecurity in a low-growth economy. With 81% of HR leaders reporting burnout, it’s clear that the function has reached a critical tipping point.

HR remains a critical intersection of people, culture and organisational strategy. So, their resilience emerges as a strategic priority. We must ensure HR teams can support their own wellbeing and are equipped to support the wider workforce.

Key Challenges Facing HR Professionals

Rapid change, economic uncertainty and the sheer breadth of responsibilities can leave even the most seasoned professionals feeling overstretched. Below, we explore the core challenges shaping the modern HR landscape.

1. Relentless Pace of Change

Ongoing shifts in market conditions, regulations and technology create a continually evolving landscape, demanding near-constant adaptation.

2. Varied Responsibilities

Today, HR encompasses everything from employee wellbeing and talent management to DEI initiatives and culture-building. The sheer breadth of tasks can leave teams feeling overstretched and undervalued.

3. Economic Uncertainty

Fluctuating budgets and headcount pressures force HR teams to make difficult decisions about roles, sometimes with limited support. Meanwhile, job insecurity ramps up employee concerns, further escalating workload.

4. Wellbeing on the Line

Constantly supporting others can lead to compassion fatigue, especially when there’s no dedicated support system for HR professionals.

5. Perceived Value

Despite their strategic importance, many HR teams still feel undervalued. In fact, 63% of c-suite leaders consider HR an administrative function, rather than a strategic driver of organisational success (Sage 2024).

Given these mounting pressures, a clear framework is needed to address them head-on. This is where the 5 Pillars of Resilience model comes in—offering HR teams a structured way to safeguard their wellbeing and maintain healthy performance.

The 5 Pillars of Resilience for HR Teams

The 5 Pillars of Resilience is a scientifically validated model that helps HR professionals:

• Identify the core elements that influence their physical, mental, and emotional health.
• Take proactive steps to strengthen their resilience on a daily basis.
• Sustain high performance without compromising their own wellbeing.

Below is a brief overview of each pillar:

ENERGY

What it entails: Prioritising physical and mental energy through regular movement, adequate sleep, balanced nutrition, and healthy boundaries.

Why it matters: Maintaining steady energy levels is the foundation of healthy productivity, ensuring HR teams you can manage an every-growing to-do list, without burning out.

FUTURE FOCUS

What it entails: Setting a clear sense of purpose and direction, even in the face of economic or organisational upheaval.

Why it matters: A forward-looking mindset ensures HR teams stay proactive. By anticipating emerging challenges and aligning with long-term goals, they can guide workforce initiatives with greater clarity.

INNER DRIVE

What it entails: Cultivating self-belief, motivation and perseverance in the face of obstacles.

Why it matters: HR teams often manage complex tasks and tight deadlines. Staying motivated and confident ensures they can continue to deliver, even when pressures mount.

FLEXIBLE THINKING

What it entails: Remaining adaptable, open-minded and creative when solving problems.

Why it matters: With hybrid working, shifting regulations and diverse employee needs, flexible thinking is essential for timely, effective solutions.

STRONG RELATIONSHIPS

What it entails: Building trusted networks within and outside the organisation—fostering open dialogue and mutual support.

Why it matters: HR teams often shoulder the emotional load for the entire workforce, acting as the organisational glue that holds teams together. Strong, trust-based relationships ensure that while HR support others, they too receive the necessary support.

Next Steps: How to Strengthen HR Resilience

Building a resilient HR team requires a range of proactive strategies. Below are practical steps HR leaders can implement for their team.

1.  Run an HR-focused Wellbeing and Resilience Check 

The Wraw psychometric gives individuals and teams a clear understanding of their current resilience across The 5 Pillars of Resilience. It provides a clear foundation for targeted, personalised development.

2.  Invest in Targeted Training

Contrary to popular belief, resilience isn’t a fixed trait—it can be developed with the right support and practice. By combining resilience-building with targeted skill development (e.g., holding wellbeing conversations, managing difficult discussions), HR teams will be well placed to support employees and protect their own wellbeing.

3.  Implement Quick Wins

Energy: Encourage micro-breaks and short mindfulness sessions to boost energy throughout the day.

Future Focus: Encourage continuous learning through access to online courses, webinars and workshops focused on future HR trends and skills.

Inner Drive: Acknowledge and celebrate small achievements within the team through shout-outs in meetings or internal communications.

Flexible Thinking: Introduce brainstorming catchups to collaboratively problem solve.

Strong Relationships: Implement peer mentoring or buddy systems to provide additional support.

Author Bio: Sandra Ordel is a Senior Business Psychologist specialising in workforce resilience and neuropsychology. She supports organisations worldwide to build resilient teams and cultures of healthy performance.