Calling All HR Professionals!

As April is Stress Awareness Month we asked HR expert Nina Mayler to write this guest blog for us:

Calling all HR professionals! Are you feeling the stress of carrying a heavy employee relations caseload?

Take the weight off your plate this month…

As we see signs of early Spring with bouts of sunshine and slightly milder temperatures, some of us get to notice the small growing buds on plants and trees. Soon they will actually burst out into colourful blossom and rich green leaves, in late Spring and early Summer.

The day to day reality for many HR professionals is that they don’t enjoy this Spring build up.  They don’t have time to stop and notice even one bud on a plant because they are drowning in a heavy caseload of employee issues. Having been an HR Consultant since 2010, I fully appreciate what a heavy caseload or leading a complex HR project feels like.

An article by HR Review, has revealed that “HR claim to be the most stressed at work with 62% citing stress.”

Organisations with an HR function usually serve a team of line managers and employees. Line managers tend to over depend on the presence of HR to provide the answer to any people issues. The variety and complexity of issues can be enormous. From holiday leave entitlement, qualifying eye sight tests, absence queries to complex mental health issues. A steady and constant flow of basic people queries from line managers who don’t know the answer or where to look lands in the HR inbox. This can soon amount to hours of work and increase stress levels for an overwhelmed HR professional.


It doesn’t have to be this way.

What if line managers, including team leaders and supervisors, knew which employee queries they could answer with clarity and confidence? What if they knew what to do and what to say in line with your current company policies and handbook and importantly, which ones to refer to HR….

Imagine your inbox of queries reducing significantly. Imagine your line managers feeling equipped and confident and operating within helpful decision-making boundaries. It really could be this way.

It would reduce your stress level, free up your time to spend on those issues which really require your expert knowledge and skill. It would allow time for the proactive and forward-thinking strategies, like employee wellbeing.

Here are 3 Top Tips to help get you started:

  1. Ensure your handbook and policies are up to date and clear. Pack out your easily accessible employee handbook with as much information as possible so that employees can have all their common questions answered.
  2. Hold a ‘line manager support clinic’ once a week either face to face over lunch or on Skype/Zoom so that line managers can bring their ad-hoc queries to you before they escalate.
  3. Clearly define decision making boundaries between you and your line managers so that you are all clear on what queries they can bring to you and what they can resolve themselves.

About Nina

Nina Mayler runs Mayler Management Coaching. With an HR background and line management experience, Nina focuses on helping managers to bring out the best in their people. Using her Unique Management Footprint© she equips managers, team leaders and supervisors to feel confident and knowledgeable to handle basic HR queries. The outcome is that you have more time to do your job and feel less stressed. If you would like to know more, please contact Nina on

For more information about reducing stress visit


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About The Author

Nicky Marshall

Nicky is an international, award winning author and speaker and owner of three companies. Nicky has a background as a Management Accountant but has been running businesses since 2006. Nicky is a wellbeing advocate, passionate to show that people are amazing and capable of great success - when they have the right techniques and enough energy! After suffering a stroke at 40 and fully recovering, Nicky is on a mission to change the wellbeing of the world - one person at a time.