New to the Workforce Threat Board: Stress and Gen Z

Recent studies show that one of the differences in generations at work is stress levels.

You’re not just here to manage your employees, you’re here to lead them to be successful. But do you know what unique challenges they are facing, and how to best help them through?

Recent studies show the Gen Z is the most stressed generation in the United States—a problem that can lead to both personal and professional harm. Knowing how to best guide your employees through these challenging times is necessary to promote success—both for your company and the people behind it.

This begs the question--what are the best ways to help your team cope with stress and relieve the pressure they are under?

General Stress Relief

Relieving stress can improve the quality of personal life and work output.

There are many ways that managers can help reduce stress for their employees. Some great tips offered by 6Q include:

1. Setting clear goals for your employees

2. Offering a flexible work environment

3. Encouraging employees to stretch and move around

4. Giving clear workplace recognition

At the end of the day, employees need to know that you trust them, support them, and care about their wellbeing. In hostile work environments, it can be hard for employees to take care of their personal needs and feel like their employers have their best interests in mind.

Working with your team individually to set goals, establish appropriate practices to relieve work-related stress, and clarify the need to prioritize personal mental health above working every minute of the work day can help build a positive work environment and stress-safe zone.

Stress Related to Being Young

Members of Gen Z have stressors unique to their generation.

There are many contributing factors to the stress that Gen Z is experiencing, including the general problems of the world they were raised in (increased gun violence, current culture, world events, and differences in parenting practices). Regardless of the cause, it's important to note that not only is it happening, it's a crisis, with 91% of the generation reporting feelings of being stressed out.

To help combat this, the best things you can do as a manager are:

1. Let your team know that they can come to you for any help that they need--whether that be personal or professional. More importantly, listen to what they have to say.

2. Be clear about deadlines. A high point of stress for young people in the workplace is not knowing what is expected of them.

3. Be firm about restricting phone use. While a lot of members of the younger generation are joined at the hip with their phones and experience anxiety when separated, giving them time away from their phones will help break the need, make them more confident, and get them away from outside stressors.

4. Encourage time spent outside. Whether this be encouraging your employees to spend time outdoors outside of work hours or setting up a good break area outside for eating lunch, spending more time outside helps release stress-relieving endorphins.

Stress Related to Current World Situations

The effects of COVID-19 have placed unique stressors on workers.

The effects COVID-19 has inflicted on the modern workforce need no introduction. Novell Coronavirus has put strain on individuals in their personal and professional lives.

Probably the most stressful aspects of the current world situation is the uncertainty it brings. Not only is there the question of whether your office will be forced to work from home given an outbreak (or when you'll get back to work if you've been out off the office already), there's the added question of what will happen to you if you get infected.

This question is particularly troubling to people already in unstable situations--whether that be financially, in the home, or in their education. That puts an emphasis of risk on those who are unestablished in life (particularly Gen Z), people new to a job, or people with financially straining factors.

The best way to help individuals in these risk groups is to offer some form of stability. Make it clear what will happen if they get sick. When doing this, it is helpful where applicable to clarify:

1. Sick employees are not expected to work. As such, things like deadlines, projects, and work obligations will wait until they are better and ready to resume work.

2. What kind of sick pay they are entitled to, and how to access it. Many companies are required to offer extra sick pay under the Families First Coronavirus Act. Make it clear to your employees what they are entitled to and how to access it if necessary.

3. What measures are being taken to protect them. An employer that cares takes measures to ensure that their team is safe. If you are a part of leadership, notify your team about what is being done to protect them, and exemplify those measures.