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FROM ZOOMERS TO BOOMERS: MENTAL HEALTH & A MULTIGENERATIONAL WORKFORCE

Jun 24
Written By Sarah Malavenda

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: 



 1. 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.

 2. 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.

 3. 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.

Sarah Malavenda

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