When we think about wellbeing at work, the focus is often on employees experiencing challenges directly. But what about the people supporting them? HR professionals, line managers, and wellbeing leads are frequently the ones having difficult conversations, guiding teams through restructures or redundancies, and holding space for others’ emotions.
We’ve seen time and again that those in supporting roles can become over stretched, especially when the demands on them are increasing. Without the right backing, they risk “pouring from an empty cup”, trying to help others without protecting their own wellbeing.
Why Supporting Supporters Matters
- HR and line managers are often first responders. They’re the ones people confide in about stress, burnout, or personal struggles
- Emotional load builds up. Regular exposure to distressing conversations can take a toll, sometimes leading to secondary stress or compassion fatigue
- The stakes are high. With redundancies, hybrid working challenges, and rising workloads, managers face both business pressures and people pressures
- Culture starts here. The way HR and managers respond sets the tone for trust, openness, and resilience across the organisation
Five Tips for Organisations
- Invest in Practical Training
Equip HR and managers with the right tools to have safe, supportive conversations, while protecting their own boundaries. This builds capability and confidence where it’s most needed.
- Establish Clear Processes
Make sure managers know exactly how and where to escalate concerns. A clear framework reduces uncertainty, prevents issues from being carried alone, and ensures consistency across the organisation.
- Acknowledge the Emotional Load
Recognise that supporting others can take a real toll. Simply naming this reality helps managers feel seen, reduces stigma, and reinforces that their wellbeing matters too.
- Build in Follow-Up After Critical Incidents
When managers or HR deal with difficult situations, from redundancies to trauma disclosures, check in with them as standard practice. This prevents silent strain and shows genuine organisational care.
Encourage Peer Support Networks
Create spaces where managers and HR professionals can share experiences and learn from each other. This builds resilience, spreads best practice and ensures no one feels they’re carrying the load alone.
How Oakwood Can Help
At Oakwood, we specialise in training that empowers leaders, managers, and HR teams to support others without burning out themselves. From building resilience to managing difficult conversations, our courses provide the confidence and skills to create a safe, supportive culture.
If this is something your team could use, get in touch with us – we’d love to chat about how we can help.
