“If you can handle Gen Z properly, then you’re good enough to govern a country.” That seems to be the general consensus among older employees who still can’t understand their younger colleagues. As noted in Forbes, some think they’re “just kids” while others “broad-brush them as lazy, disengaged slackers, the “quiet quitters” who only want to work if the work is easy.”
What none denies is the role Gen Z has played in normalizing the mental health discussion. As the first true digital natives, Gen Z spends between five and seven hours on the internet daily, but they’re not just posting selfies and memes: they also use their platforms to advocate for causes close to their hearts, like mental health. There are good reasons for that.
Gen Z Is the Most Depressed and Anxious Demographic
Gen Z mental health statistics from various sources paint a grim picture:
- Gen Zers battle depression and feelings of hopelessness twice as much as other Americans aged 25 and above
- 61% of Gen Zers have been medically diagnosed with an anxiety condition
- One in three 18- to 24-year-olds has experienced a common mental health problem, such as depression
- 82% of Gen Z have experienced anxiety over extreme weather
Jonathan Haidt, social psychologist and author of The Anxious Generation: How the Great Rewiring of Childhood Is Causing an Epidemic of Mental Illness, notes that increased anxiety doesn’t bode well for the future of the young generation.
“The chief characteristic of Gen Z is not so much depression, it’s primarily anxiety,” Haidt observes. “If anxiety is the normal state of affairs for a generation, they’re going to be much more sensitive, and they’re going to find many more events threatening.”
As noted in Forbes, Gen Z recently surpassed Baby Boomers in the workforce and is the “only part of the nation’s labor pool that shows growth.” Given that Gen Zers will soon surpass other demographics in most workplaces, business leaders must fortify their wellness initiatives and diversify their offerings to cater to this unique group. Mental health incentives are a great place to start.
Building a Mental Health Incentive Program for Gen Z Employees
By default, an incentive program is supposed to entice and drum up support for a wellness initiative. That said, leaders must be in tune with the group they’re targeting for the program to work. McKinsey & Co. highlights three key areas for Gen Zers: flexibility in the workplace, cutting-edge tech, and idealism.
The battle for retention is half won if an employer can integrate these needs into their company culture. The same applies to mental health and other incentive programs.
Here are some tips to get started:
Allow flexible work hours
According to Deloitte, Gen Zs want flexibility in their work. While that looks different for different people, glorifying working at all hours has lost its allure. Instead, the majority want the ability to set their own work hours provided the targets are achieved. To meet this need, allow employees to adjust their schedules to accommodate therapy appointments or mental health days without penalty.
Mental health days
At least 91% of working Gen Zers report experiencing at least one symptom of stress. As previously discussed, unresolved stress often leads to burnout, which Gen Zers cite as the second major reason they quit their jobs. To avoid that, start offering a set number of additional paid days off specifically for mental health, separate from sick leave. This will allow the team members to reset and refresh.
Wellness stipend
While Gen Zers are more vocal about mental health, only less than a third believe they’re in good financial condition. This can lock them out of quality mental health care, further exacerbating the problem. To support your workers, provide a monthly or quarterly allowance that employees can use for mental health-related expenses like therapy, meditation apps, or fitness classes.
On-site counseling
Employees can’t use a program or incentive if they lack access. Wharton’s Iwan Barankay explains, “What we need to do is listen to our employees. We have to talk to them to understand what their barriers are to start engaging.”
When it comes to mental health, some employees may know about the mental health incentive program, but if they can’t access the offerings, they’ll not use them. To boost participation, bring licensed therapists to the workplace for regular, confidential sessions
that employees can book during work hours.
Stress management workshops
“Stress isn’t unique to one generation, but if it were, Generation Z might just have the edge,” notes one author in Forbes. Citing a recent Gallup poll, the author observes that “just 15% of Gen Zers said their current mental health/well-being is excellent,” a strong indicator that all is not well with Zoomers.
An article in the American Psychological Association supports this assertion noting that “66% feel as though no one understands how stressed they are.” Even though there’s no magic wand, employer-sponsored interventions can help. You can, for example, host regular workshops on topics like time management, mindfulness, or work-life balance to promote self-care.
Anonymous feedback system
Workplace stressors like unsustainable workloads, job insecurity, poor interpersonal relationships with bosses and colleagues, etc., can affect an employee negatively. While some of these require internal resilience and strength to resolve, an employer’s policy can lessen the burden. For example, you can implement a system for employees to provide anonymous feedback on workplace stressors and mental health concerns.
Employee Assistance Program (EAP) promotion:
An employee assistance program (EAP) can act as the first line of defense in an employee’s mental health battle. If an EAP is already in place, create campaigns to increase awareness and utilization of these services. If it’s not, consider implementing one.
Cultivate a Culture of Wellness
Wellness is a lifestyle, not an activity. You can’t just expect all your Gen Zers to be perky and productive a day after you introduce a mental health initiative. Instead, seek to build a culture of holistic wellness where mental health and overall well-being are valued and prioritized. Some other tips to create a wellness culture:
- Encourage leadership to discuss mental health and use wellness resources openly.
- Create opportunities for open dialogue about mental health challenges and solutions.
- Ensure company policies support work-life balance and mental health.
- Acknowledge and reward behaviors that contribute to a healthy workplace culture.
- Provide mental health awareness training for all employees, especially managers.
Final Thoughts
Change is the only constant in life, and with Gen Zers, the wave is still cresting. Just remember this group values genuine efforts over superficial gestures, so your mental health incentive program must align with your company’s overall culture and values if you want it to succeed. Additionally, remember to leverage technology and digital platforms in your programs because Gen Z is highly comfortable with these tools.
Ready to launch your mental health incentive program? Schedule a call with one of our Benefits Specialists today to learn how you can tailor one that meets your unique needs. Let us help you make a meaningful change!