The Human Resources field has rarely been more challenging. Generative AI and automation are reshaping traditional workflows, while economic pressures and evolving employee expectations have pushed HR leaders to the brink. Perceptyx’s State of Employee Listening 2025 report, published by our Center for Workforce Transformation, reveals the growing toll these factors have taken on HR: 1 in 4 leaders now reports being burned out and 30% have considered leaving the profession entirely.
The burnout crisis isn’t just a personal struggle for HR professionals. It’s also an organizational one. While some of the root causes might be difficult to change, organizations can mitigate their impact – and without doing so, companies risk losing not only their HR leaders but also their capacity to attract, engage, and retain employees at every level.
Below, I’ll explore what the State of Employee Listening 2025 report tells us about the rising tide of HR burnout, examine the links between employee feedback practices and learning and development programs, and outline how organizations can utilize these practices to keep their HR talent healthy, engaged, and ready to shape the workforce of the future.
The Rising Challenge of HR Burnout
The data is sobering:
- 1 in 3 HR leaders reports mental and physical exhaustion.
- 1 in 4 is already burned out.
- 4 in 10 say their jobs have become much more difficult in the last year.
- 30% have considered leaving HR entirely.
Why is burnout accelerating now? One major culprit is the sheer scope of what HR is expected to manage. Traditional responsibilities — recruiting, benefits, compensation, and compliance — remain central. However, when we layer on urgent demands to integrate new technologies, deliver an exceptional employee experience, create paths for growth and development of talent, and respond to constant business disruptions, it becomes clear that the HR function is bearing an outsized burden. The competition for HR talent only intensifies the pressure; if one HR leader leaves, those remaining must shoulder an even heavier load, fueling further burnout.
The good news is that organizations can relieve some of the pressure when they equip HR leaders to make a difference in the workplace. One way to do this is with well-resourced HR programs and a strategic approach to employee feedback. Organizations with this type of employee listening and action program see far lower burnout rates. In fact, HR leaders in enterprises with robust listening strategies (as identified by Perceptyx’s maturity model) are more than 2.5 times as likely to say they are making a meaningful difference in their roles and less than half as likely to say they’re considering leaving the field. Essentially, when HR professionals see tangible results from their efforts, it reaffirms why they chose this profession in the first place.
Why Listening Matters More Than Ever
Central to easing HR burnout is a robust listening strategy that doesn’t just capture data but also drives meaningful action. According to our 2025 State of Employee Listening report, organizations that actively listen to and act on feedback benefit in two crucial ways:
- Improved HR Engagement: When HR leaders can validate that their organization isn’t just collecting surveys but doing something with the insights, they are 1.5 times more likely to be fully engaged in their own roles. Engagement is a powerful antidote to burnout, fostering a sense of purpose and underscoring the value of HR’s work.
- Reduced Turnover Intent: HR leaders in enterprises with the most mature listening and action programs are substantially less likely to consider leaving their jobs. In a field where 30% have already pondered an exit, every retention lever counts.
But what do we mean by “mature listening and action?” Perceptyx’s four-stage maturity model helps clarify. At the highest levels (Stages 3 and 4), listening is:
- Comprehensive: Rather than relying on a single annual survey, these organizations deploy targeted pulse surveys, 360 feedback, and listening at important moments in an employee’s career (from candidate experience to exit and everything in between) to capture a full picture of employee sentiment.
- Integrated: Listening data is connected with other core business metrics. Instead of operating in a vacuum, employee feedback connects with other data streams to inform critical decisions at the executive and frontline levels alike.
- Agile: Swiftly adapting questions and methods based on emerging priorities, these organizations spot talent or operational risks early and act before challenges become crises.
- Action-Oriented: HR and managers use advanced analytics to pinpoint priority areas for intervention, ensuring that the feedback loop drives real change from all levels of the organization. Action at multiple levels not only alleviates HR burden but also ensures the change is meaningful to all employees.
Less mature organizations (Stages 1 and 2) often find themselves collecting data that never translates into action, or if it does, all the action burden falls on the HR teams alone. This inaction amplifies burnout. HR teams can feel demoralized, having invested heavily in gathering feedback only to see it languish on someone’s desk.
Addressing Organizational Barriers
Despite clear benefits, many organizations still face considerable barriers to success. According to The State of Employee Listening 2025:
- 30% cite HR workload as a top obstacle.
- 27% call out lack of internal people analytics capabilities.
- 24% say manager talent or skills is a stumbling block.
- 24% point to alignment with business outcomes.
- 22% identify action planning/follow-up as a weak spot.
Only 1 in 4 organizations have the internal support they need to overcome these challenges, and about half lean heavily on external partners. This resource gap creates an environment ripe for HR burnout. If an already overburdened HR team is also expected to lead advanced analytics, orchestrate manager enablement, and coach executives on strategic alignment, the results are predictable: delays, frustration, and attrition.
One critical insight is that effective listening and action can’t rest solely on the shoulders of HR. The most mature organizations empower managers and employees alike to take ownership of changes. With user-friendly tools, analytics dashboards, and straightforward action prompts, more people can participate in sustaining improvements — reducing the day-to-day burden on HR and speeding the transformation process.
Keeping HR Talent Healthy and Engaged in 2025
Looking ahead, the message is clear: if you want to retain top HR talent in 2025 and beyond, you must evaluate and invest in the programs they oversee. Here are some concrete steps:
- Assess Support Levels: Examine your L&D, listening, and analytics functions. Do you have the headcount, budget, and technology to run these programs effectively? If not, consider whether external expertise or new technology partnerships can help lighten the load on your internal team.
- Target Burnout Indicators: Are your HR professionals focusing on the tasks that drew them to HR in the first place, like fostering employee growth and cultivating a positive culture? Redistribute or automate low-value tasks so HR leaders can channel their expertise where it makes the biggest difference.
- Integrate Listening Data into Development Plans: Use surveys, 360 feedback, and crowdsourcing to gain insight into the real development needs within your workforce. Integrate these insights into personalized L&D tracks, ensuring that your HR team’s efforts produce tangible improvements.
- Activate Employees at All Levels: Action planning shouldn’t be an HR-only exercise. When feedback results are shared widely and teams are equipped with user-friendly action features, managers and employees can co-create and implement solutions, reducing HR’s workload and accelerating change.
- Measure and Iterate: Keep evaluating the effectiveness of both your listening and L&D efforts. As business priorities evolve, be agile. If you spot new pain points or opportunities, deploy quick listening strategies and tailor your development programs accordingly.
From Insights to Action, From Action to Well-Being
The 2025 State of Employee Listening study highlights a stark reality: HR burnout is a growing crisis. To recap, 1 in 4 HR leaders is already burned out, and nearly a third are on the cusp, wrestling with mental and physical exhaustion. It’s rough out there.
Yet, our research also illuminates a hopeful path forward. Organizations that prioritize a mature, agile listening strategy and pair those insights with personalized learning and development programs see dramatically better outcomes — for the business and for HR professionals themselves.
By ensuring HR leaders have the support, resources, and technology they need, organizations can unlock the potential of a more energized and engaged HR team. And when HR is empowered to focus on shaping a thriving employee experience, that positive impact cascades throughout the enterprise, fueling innovation, engagement, and resilience.
Ready to Learn More?
Take our free Maturity Model Assessment to reveal how well your listening and action program supports your HR team (and everyone else), then schedule a demo of Perceptyx’s People Insights Platform to discover how AI-assisted development and Intelligent Nudges can help your HR leaders move from insights to action — and from burnout to well-being.
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