HSPs in the Workforce

 Highly Sensitive People (HSPs) make up 20% of the workforce and often have above average performance reviews, but they are also quicker to burnout. With it becoming increasingly challenging to acquire and retain talent, corporations need to be inclusive of these workers and meet their needs.

 

Clare Kumar, creator of the Happy Space™ Podcast, wants to ensure these conscientious and talented people are recognized and invited to make their richest contributions. The Happy Space movement is about sharing inspiring stories of forward-thinking leaders and designers creating cultures, spaces, products, and services with sensitivity in mind. It is also about empowering Highly Sensitive People to own their strengths, celebrate their superpowers, and navigate the struggles that come with being highly perceptive and responsive.

I had a chance to learn more in this interview.

How can employers recognize signs of burnout in their employees, especially HSPs?

While HSPs have the potential to perform better than average, if overwhelm wins, they are quicker to burnout. Signs of burnout show up as cynicism, reduced efficacy, and fatigue. If you notice someone feeling defeated, lacking energy, and with a negative attitude, it could be burnout.

HSPs need regular time, space, and a supportive culture to allow for regular rest and recovery – even during the day. Value-aligned work will ensure a continued commitment to purpose.

 

How can HSPs advocate for themselves in the workplace in a way that is fair to everyone?

First, let’s look at the definition of fair. We were raised to think that everyone should be treated equally, but if we consider equity as fair, it means giving people what they need.

See this image from Angus Maguire which shows that giving everyone the same size box to stand on doesn’t mean everyone can see into the ballpark. 

Identifying what each person needs to succeed is more effective but takes compassion to notice, curiosity to understand, and courage to implement.

Highly sensitive people may need more flexibility and autonomy to choose where and when they conduct work. Productivity is personal and leaders will benefit from checking their biases when making assumptions about how to best get things done.

That said, HSPs can ask for more time to process information, request a schedule that helps avoid a chaotic commute, work more often or exclusively from home, have suitable ergonomic equipment, access to suitable lighting, and respite from noise.

I suggest leaders invoke The ASK Model™ to better support their highly sensitive staff.

A – Anticipate the barriers HSPs might experience

S – Suggest available solutions

K – commit to Knowing each employee better

If HSPs are feeling signs of burnout, what are some things they can do to reduce that feeling?

To reduce feelings of burnout, HSPs can design their day and space to keep them energized. That may mean building in breaks, establishing a comfortable workstation, and not working extra-long days. It also means continuing to connect to the value that work provides others. The bigger picture matters.

Clare Kumar, Productivity Catalyst, Executive Coach, Speaker & creator of the Happy Space Podcast – where highly sensitive people thrive

WEBSITE: www.clarekumar.com

 

Wonder if you're an HSP? Take this quiz (https://clarekumar.com/hsp-quiz/) to find out. Then share it with your colleagues, friends and family.

 

The Happy Space Podcast is available now.