From Zoomers to Boomers: Mental Health & a Multigenerational Workforce
Our society's views on mental health have evolved drastically over the last few decades. As a result, one of the biggest challenges in supporting employee mental health today is that each generation represented in the workforce approaches mental health very differently—particularly when it comes to the workplace. In particular, research confirms three major trends that many employers have seen firsthand:
According to a 2019 American Psychiatric Association study, Millennials and Gen Z have greater awareness of mental health challenges. In fact, 37% of Gen Z have gone to therapy whereas only 22% of baby boomers have gone to therapy.
There is a higher incidence of mental health concerns among younger generations. In late 2020, 71% of Gen Z adults reported feeling “miserable or unhappy.” Additionally, 82% of Gen Z adults said they could have used more emotional support over the last year, compared to 43% of baby boomers who said the same.
Twice as many millennials than baby boomers were comfortable discussing their mental health. Only one in five baby boomers feel it is even appropriate to discuss mental health issues. This age group is also the most likely to avoid sharing concerns about their mental health with their colleagues or manager, or otherwise seek help for mental health concerns.
How to Talk About Mental Health with Each Generation
There is no one-size-fits-all approach to supporting your employees’ mental health needs, and employers should approach the topic of mental health with their employees in a generationally responsive way. The best way to achieve this is by providing employees with multiple opportunities to seek help via different access points to accommodate differences in comfort level and education around mental health. Below are a few ideas for how to approach these conversations with employees of each generation.
Millennials & Gen Z
These employees benefit most from an upfront approach. Supervisors of millennial or Gen Z employees should feel comfortable asking them directly how they’re doing, and if they are feeling stressed or overwhelmed at work. Even if an employee doesn’t report current mental health concerns, remind them of any mental health benefits & tools the company offers.
Millennials and Gen Z are also digital natives, and are accustomed to an on-demand world. These groups will respond best to mental health tools and benefits that allow them to instantly access support. And because millennials and Gen Z tend to be more community-focused than prior generations, they may also benefit from options like support groups or team wellness workshops.
Gen X and Baby Boomers
Gen X and baby boomers tend to be more private about their mental health, and will likely appreciate a subtler approach. If your workforce includes many Gen X and baby boomer employees, you may also need to focus more of your efforts on educational opportunities and normalizing mental health challenges and treatment. Research has found that members of these generations are able to self-identify symptoms of mental health disorders, like insomnia, but they aren’t always able to connect their symptoms to mental health challenges.
Leadership can help educate employees and normalize mental health challenges and treatment through team-wide programming, like periodic wellness workshops led by experts in mental health, and sharing other supportive content. Leaders should also strive to create an open and supportive culture that encourages discussion around mental health issues. Instead of asking your Gen X and baby boomer employees how they are holding up directly, offer them a safe space to share. Consider implementing periodic, private “wellness checks” for all employees to normalize the experience. And as always, be sure to remind your entire team—early, often, and through several different mediums—of any mental health benefits or tools your company offers, should they need more support.
