Supporting Employee Mental Health Is Not Just A Gen-Z Trend!We live in an attention-deficit world where jumping on a trend has become part of the corporate setup. While it may have pros and cons, one thing is certain — supporting employee mental health can’t just be a trend that companies adopt and then discard. It has to become a part of an organisation’s cultural fabric. 

In our recently published report, Gen Z at the Workplace, we discovered that 86% of Gen Zs expect some kind of mental health support from their workplaces. 27% of HRs still believe that supporting mental health is not the company’s responsibility. 

The problem is clear - companies are either not focusing on mental health initiatives or still treating mental health as a “generational” demand. 

Gen Z may have shone a spotlight on the need for mental health support in the workplace — but its absence has been felt by employees of all generations. Gen Z, social media, and rising awareness only brought the discussion out in the open. 

Toxic workplace is the new pandemic

When mental health support is treated as a secondary issue, the consequences can be dire. Ignoring the importance of mental well-being doesn’t just impact productivity—it can have even more adverse results.

Such results are not a one-off incident, and that’s the real horror. The toxic workplace is the new pandemic. Quick fixes–like installing mental health apps or writing policies that only pay lip service to the idea–won’t solve this toxicity. 

When it comes to mental health support, think long-term

As part of our report, we asked Gen Z their expectations about mental health initiatives at the workplace. The result revealed that basic mental health ​policies and technology (e.g., Headspace, Calm) were the last two choices. 

The top three choices were:

• Mental health care plans (e.g. reduced workloads)
• Wellness initiatives (e.g. yoga, meditation)
• Free or subsidised professional counselling services

All these indicate the need for concrete steps to battle mental health issues and promote a culture of well-being. And no, these are not services that only large firms can provide. Even small firms and startups, which have often become the poster child for mismanagement and long work hours, can do their bit to support mental health. 

Firms with limited resources can still provide suitable support, like sharing the details of mental health practitioners in the area, allocating mental health leaves, and continuing conversations that destigmatise the topic. 

Free lunches, apps, and policies are all good ideas to encourage open conversation, but until companies walk the talk with actionable plans, these gestures achieve little. 

To build a culture of support, don’t just stop at resources

Access to adequate and timely resources is the first step in building a culture of support. The true revolution comes from tiny but impactful gestures. 

Does your company have a policy of regular and genuine check-ins from managers? Is there space for employees to align personal goals with professional development? Is any team or manager falling inadvertently manufacturing a sense of urgency? Do employees at all levels enjoy the flexibility of taking proper time off from work?

The answer to questions like these can be an indicator of how good (or bad) is the employee's mental health. 

It’s not the absence of mental health challenges that define a supportive culture; it’s when employees, across levels and departments, exhibit the ability to cope with personal and professional challenges while balancing daily activities with ease.