The Rise of Gen Z: Mental Health as a Non-Negotiable in the Workplace
In recent years, there has been a growing recognition of the profound importance of mental health, especially among the younger generation as they enter the workforce. Gen Z, the cohort born between the mid-1990s and early 2010s, has emerged as strong advocates for prioritizing mental well-being in their professional lives.
Mental health is a non-negotiable for Gen Z. Their genuine dedication to mental well-being is transforming the work landscape. Prioritizing warmth and compassion is crucial for both moral and economic reasons.
Gen Z: Advocates for Mental Health
Gen Z gets a bad rap as TikTok-obsessed, tide-pod-eating trend followers who don’t care about the real issues. But this couldn’t be further from the truth – Gen Z is more engaged, more positive, and more embracing of diversity than any generation that has come before them. They are innovators, who shun the old way of doing things and are unshackled from the institutions and workplace norms of the past.
They fearlessly voice their well-being needs and hold employers accountable for fostering supportive environments. As champions of change, Gen Z has helped transform work environments into sanctuaries of understanding, where empathy and support thrive. Compassion and understanding are key to this generation, and mental health is one of the most important pillars of how they approach work.
Why Should You Make Mental Health a Priority?
The emphasis on mental health by Gen Z is causing a significant shift in the workplace landscape. Companies that prioritize mental health not only attract top talent from this generation but also foster a healthier and more productive work environment. This transformation goes beyond traditional benefits, encouraging organizations to adopt holistic approaches that address the well-being of their employees.
The Moral Imperative
Prioritizing mental health in the workplace is not just about appeasing the new kids on the block; it is a moral imperative. Organizations have a responsibility to create safe and supportive spaces that value the mental well-being of their employees. By doing so, they demonstrate compassion and foster a sense of belonging.
Think of it this way – you wouldn’t allow physical harm in your workplace. So why should mental harm be any different? Creating a safe place of work that supports employees’ mental health isn’t just a box-ticking exercise. It is your responsibility.
The Economic Case
Beyond moral reasons, there is a compelling economic case for prioritizing mental health in the workplace. Mental health issues can lead to decreased productivity, increased absenteeism, and higher turnover rates. Conversely, companies that invest in mental health initiatives experience numerous benefits, such as enhanced employee engagement, reduced healthcare costs, and improved overall performance. Leaders who recognize this correlation are better positioned to create thriving organizations.
Fostering an environment where individuals feel empowered to speak up, share ideas, and express their thoughts without fear of retribution creates a culture of innovation. It allows for the identification of potential pitfalls and opens doors to fresh perspectives that can help steer the organization toward success. Embracing psychological safety becomes a catalyst for both individual growth and collective advancement, shaping a workplace where authenticity and collaboration flourish.
Building a Mental Health-Friendly Workplace
To ensure their workplaces are equipped for the future, leaders must take proactive steps to support mental health.
Cultivating an open company culture
Zoomers are champions of destigmatization, and we can all learn something from them. Openness, acceptance, and support of our differences is incredibly important in creating a healthy company culture.
Providing mental health resources
According to the American Psychological Association, more than one-third of Gen Z has gone to some sort of therapy or counseling. Think of this as an investment – by providing resources to your employees (and making sure they are encouraged to use these resources), you can make sure that they are in the best place to be efficient, happy, and positive members of the team.
Promoting work-life balance
This balance can be hard to get right. When we look at European work-life balance and how our friends across the pond look at work as a part of life, we can see that a flexible working arrangement, decent parental leave, and allowing for rest and recuperation with generous vacation time can help promote a work-life balance that is better in the long run for both employers and employees.
Training managers
Equip leaders with the skills to identify signs of mental health concerns, provide support, and refer employees to appropriate resources. Make sure that your managers know about the resources, programs, and values of your organization so that they can let their Gen Z coworkers know exactly where to go.
Support leaders and managers
Leaders and managers are susceptible to burnout. It is important to recognize that we are living in a time of unparalleled stress and workplace uncertainty – make sure that you are supporting the entire team while allowing time for yourself as well. Prioritizing your well-being is vital when leading others.
Gen Z’s Approach to Mental Health is Strong
Gen Z's focus on mental health has ushered in a new era, compelling organizations to prioritize employee well-being. Leaders who understand the moral imperative and economic advantages of addressing mental health are better equipped to foster thriving workplaces. By cultivating a supportive culture, offering resources, and nurturing positive environments, organizations can embrace this opportunity to prioritize mental health. Let's seize the moment and create workplaces where mental well-being is an unwavering priority.
Meridith Marshall is the CEO and Founder of Uncharted Way and has seen firsthand how people and organizations can navigate the most difficult of circumstances with clarity and openness to improve employee experience and culture in their workplace. She is an industry-recognized expert in using a data-driven approach, and is an Interaction Associates trained facilitator and certified Co-Active coach.