HRDs and CPOs are considering moving on from their roles as a result of the pandemic.
Various studies have alluded to the possibility that many employers will start to see an influx of staff departing as a result of the pandemic, as employees seek out better employment opportunities thanks to remote working, among other reasons.
And it seems this is no different for HR directors (HRDs) and chief people officers (CPOs), who are expected to move on from their roles within some of the largest UK organisations.
A study from LACE Partners has confirmed this, as research of senior HRDs revealed that 70% are thinking about moving from their current post.
69 of the most senior HR workers in the UK took part in the study, with three quarters working in organisations with more than 1,000 employees (76.8%) and the largest number of respondents (39.1%) came from businesses with over 10,001 employees.
When asked what motivates them to move roles, 21.7% stated it was a long-held plan to move after reaching this stage of their career. Elsewhere, 13% claimed it was due to stress from working in their current organisations during the pandemic, while 10.1% said they wanted to take a break.
In addition, 23.2% cited that they feel less emotionally attached to their organisations since the beginning of the pandemic.
Cathy Acratopulo, managing director and co-founder at LACE Partners, noted that the pandemic has created “significant levels of stress and burnout,” as the data found that nearly a quarter of respondents feel burnt out, with 36.2% feeling resilient.
“Nearly 90% (88.4%) of the respondents said some or most of their teams are showing signs of burnout. On top of this, three-fifths (59.4%) expected to see movement or turnover in their teams in the next six to nine months,” Acratopulo explained.
“The impact of both HR burnout and churn could be highly unsettling for some of the UK’s biggest businesses, although some may see it as a time to reset people strategies and outcomes. How much of the forthcoming churn will be led by individuals – or by the executive team – is yet to play out when strong performance in a time of significant turmoil will have been expected.
“Whilst every member of the workforce is feeling the impact of the pandemic, HR teams have also had the pressure of ‘owning’ the way the business responds, so we would encourage leaders to listen to and recognise the particular pressures their HR teams may be experiencing.”