It’s no secret that the past 18 months have caused huge amounts of stress and anxiety for most of us. While mental health rates increased across all generations, it’s millennials and Gen Z who have been hit the hardest.
Deloitte’s Global survey (2020) have indicated that due to the pandemic, 41% of Millennials and 46% of Gen Zs have felt stressed all or most of the time. While gritting teeth, riding the storm, and keeping positive mindsets on the future has been the approach, the pain is still being felt.
The mental health challenge is burdening society. Our economy, as unemployment and uncertainty are still ever present; the health care and support systems (or lack of); our workplaces; and for those suffering, their everyday lives.
While responsibility to tackle the issues has moved from (and between) the individual, to the system, the current strain indicates it’s simply not working. Instead, we’re needing a more hands-on deck approach to deal with the epidemic.
One of the biggest areas of support lie in our workplaces. Why? Because it’s the workplace where the majority of us show up to every single day. And because it’s the workplace that will bear the consequences from mental health challenges.
Mental health cannot be separated from the office. Whether employees return to a physical office, or remain remote, mental health issues can’t be left at the door. We’ve already seen the lines become blurred between personal and professional lives due to working from home; but a return to the physical office doesn’t mean it gets better. In fact, for many employees, this just proves an additional challenge.
Rises in absenteeism will cost business. Stats have revealed that about 31% of Millennials and 35% of Gen Zs have taken time off over the last 18 months due to stress and anxiety. Every business knows that each day an employee isn’t in the office, it costs. There are costs associated with declines in performance and productivity and increases in workload for others; costs associated with financial benefits paid to the employee; even costs to general morale and culture.
Recruitment and retention are at risk when culture isn’t transparent. How open is your workplace when it comes to talking about mental health? The same survey found that those who had taken time off, gave a different reason for their absence. The reason being due to stigma that exists around mental health.
A workplace where employees don’t feel supported leads to a culture of distrust, disengagement and contempt. And for younger gens who value inclusive, transparent cultures, this doesn’t bide well in terms of retention or recruitment.
So, what can workplaces do to proactively show up, support their employees, and help alleviate the strain?
Prioritise. Workplaces have a responsibility to create a work environment that supports employees’ mental health and allows them to thrive. Build it into workplace strategies or policies.
Shift attitude. There was a time when mental health wasn’t spoken about and older generations “simply got on with it.” This isn’t how it is today; nor should it be. We are in an era where mental health is spoken about and there are systems and services to help. The old ways of being, simply don’t stand up anymore.
Nurture inclusivity Fostering open and inclusive workplaces where people feel comfortable and supported speaking up about mental health challenges is critical.
Support systems. Whether these are in-house or external service providers, having support systems available is critical. Not just the availability, but making sure employees know who to contact, and when.
As we continue to work through challenging times, workplaces will play a critical role in supporting the societal burden. Setting up strategies to support employees is the easiest way to do that.
