"In this evolving global scenario, Gen Z (those born between mid-1990s and early 2010s) have emerged as a significant force. With their numbers set to make up approximately 27% of the workforce by 2025, understanding and meeting their needs has become a critical focus for organizations and people around. While Gen Z brings a fresh wave of innovation, adaptability and digital fluency, they also come with unique challenges, especially concerning mental health .
This raises a fundamental question of how well do we understand the perspectives and needs of the Gen Z workforce, particularly in terms of mental health and wellbeing? Addressing their concerns is not only crucial for creating a supportive work environment but also for unlocking their full potential as invaluable assets to the company," says Dr Ashwin Naik, Co-Founder & CEO of Manah Wellness. In this article he writes about the importance of tackling mental health issues among Gen Z workers.
Who are Digital Native Gen Z workers?
The youngest cohort, known for their tech-savviness and innovative mindset, are not only highly ambitious and curious, but they also bring an unparalleled level of empathy to their work environments. They seek more than just a job; they want a space where collaboration, support and personal growth are at the forefront. This generation’s drive for meaningful work, coupled with a need for emotional support, is transforming how companies operate and how leadership approaches its role.
Gen Z are inquisitive by nature, asking many questions and constantly seeking to understand the broader picture without hesitation or judgement. They seek environments that mirror their values of kindness, inclusivity and support. Unlike the hierarchical structures embraced by earlier generations, they want to be heard, appreciated and included.
Despite the tremendous potential to contribute, they face challenges in terms of managing stress. They are far less equipped to deal with stress compared to their predecessors.
Stigma around mental health in the workplace
A study conducted by Deloitte highlighted that 40% of these Gen Z employees report feeling stressed or anxious most of the time, a significant indicator of widespread mental distress. This stress stems from various factors, including financial pressures, lack of recognition and long working hours. Beyond these stressors, they are also vocal about the experiences that directly undermine their wellbeing in the workplace, such as micromanagement and lack of trust from their superiors.
Interestingly, it is a generation that values authenticity, both in life and at work. They bring their true selves and seek environments where they can make a meaningful impact. This desire to contribute something greater than themselves is stronger in Gen Z than in previous generations. As a result, they become quickly disillusioned when their work feels mundane or lacks purpose and they experience a deep sense of isolation.
The desire for purpose and impact is not just a preference for this generation; it’s a necessity. One of the hallmarks of Gen Z is their advocacy for wellbeing and mental health. Unlike older generations who may have internalized stress or suppressed emotions in the workplace, Gen Z wants to have honest conversations with their employers about how they feel and expect companies to provide a supportive environment where health is prioritized. Unfortunately, they often face dismissive attitudes when they open up. Instead of receiving support, they are told to ‘toughen up’, ridiculed or viewed as incompetent.
Despite the growing awareness of mental health issues, a significant portion of Gen Z employees, almost 25%, feels that the workplace does not foster an environment where they can openly discuss mental health concerns, creating a stigma forcing employees to hide their true struggles behind fabricated reasons. For instance, when experiencing anxiety or emotional distress, many Gen Z workers report having to cite physical illness to justify taking time off rather than being honest about their mental health needs. This lack of psychological safety is further compounded by inadequate managerial support.
Paradox of being tech-savvy but hesitant
They are often lauded for their technological prowess and familiarity with mental health apps and support tools. But despite their knowledge, they remain cautious about engaging with organizations for fear of being judged as ‘needy’ or incapable of handling stress. The fear of being perceived as weak or less competent by their peers or superiors often deters them from seeking the help they need.
Empowering Gen Z to lead
When Gen Z are nurtured as change agents, they are likely to champion initiatives that promote open conversations, thus reducing the stigma around it and making resources available to all employees. As the first generation of true digital natives, they are adept at using technology to enhance productivity and streamline processes, thus enabling utilization of apps and platforms effortlessly to support the well-being of employees. Hence, by providing the right support, training and resources, leaders can help Gen Z thrive and drive the cultural shift toward a more well-being-centred workplace.
This raises a fundamental question of how well do we understand the perspectives and needs of the Gen Z workforce, particularly in terms of mental health and wellbeing? Addressing their concerns is not only crucial for creating a supportive work environment but also for unlocking their full potential as invaluable assets to the company," says Dr Ashwin Naik, Co-Founder & CEO of Manah Wellness. In this article he writes about the importance of tackling mental health issues among Gen Z workers.
Who are Digital Native Gen Z workers?
The youngest cohort, known for their tech-savviness and innovative mindset, are not only highly ambitious and curious, but they also bring an unparalleled level of empathy to their work environments. They seek more than just a job; they want a space where collaboration, support and personal growth are at the forefront. This generation’s drive for meaningful work, coupled with a need for emotional support, is transforming how companies operate and how leadership approaches its role.
Gen Z are inquisitive by nature, asking many questions and constantly seeking to understand the broader picture without hesitation or judgement. They seek environments that mirror their values of kindness, inclusivity and support. Unlike the hierarchical structures embraced by earlier generations, they want to be heard, appreciated and included.
Despite the tremendous potential to contribute, they face challenges in terms of managing stress. They are far less equipped to deal with stress compared to their predecessors.
Stigma around mental health in the workplace
A study conducted by Deloitte highlighted that 40% of these Gen Z employees report feeling stressed or anxious most of the time, a significant indicator of widespread mental distress. This stress stems from various factors, including financial pressures, lack of recognition and long working hours. Beyond these stressors, they are also vocal about the experiences that directly undermine their wellbeing in the workplace, such as micromanagement and lack of trust from their superiors.
Interestingly, it is a generation that values authenticity, both in life and at work. They bring their true selves and seek environments where they can make a meaningful impact. This desire to contribute something greater than themselves is stronger in Gen Z than in previous generations. As a result, they become quickly disillusioned when their work feels mundane or lacks purpose and they experience a deep sense of isolation.
The desire for purpose and impact is not just a preference for this generation; it’s a necessity. One of the hallmarks of Gen Z is their advocacy for wellbeing and mental health. Unlike older generations who may have internalized stress or suppressed emotions in the workplace, Gen Z wants to have honest conversations with their employers about how they feel and expect companies to provide a supportive environment where health is prioritized. Unfortunately, they often face dismissive attitudes when they open up. Instead of receiving support, they are told to ‘toughen up’, ridiculed or viewed as incompetent.
Despite the growing awareness of mental health issues, a significant portion of Gen Z employees, almost 25%, feels that the workplace does not foster an environment where they can openly discuss mental health concerns, creating a stigma forcing employees to hide their true struggles behind fabricated reasons. For instance, when experiencing anxiety or emotional distress, many Gen Z workers report having to cite physical illness to justify taking time off rather than being honest about their mental health needs. This lack of psychological safety is further compounded by inadequate managerial support.
Paradox of being tech-savvy but hesitant
They are often lauded for their technological prowess and familiarity with mental health apps and support tools. But despite their knowledge, they remain cautious about engaging with organizations for fear of being judged as ‘needy’ or incapable of handling stress. The fear of being perceived as weak or less competent by their peers or superiors often deters them from seeking the help they need.
Empowering Gen Z to lead
When Gen Z are nurtured as change agents, they are likely to champion initiatives that promote open conversations, thus reducing the stigma around it and making resources available to all employees. As the first generation of true digital natives, they are adept at using technology to enhance productivity and streamline processes, thus enabling utilization of apps and platforms effortlessly to support the well-being of employees. Hence, by providing the right support, training and resources, leaders can help Gen Z thrive and drive the cultural shift toward a more well-being-centred workplace.
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