Michele Salomon’s Post

✨ Young people are done taking s**t Over the last few years, as Gen Z emerges in the corporate sector, Gen X and Baby Boomer managers have been remarking on the “laziness” or “immaturity” that Gen Z workers emulate. This completely mischaracterizes the issue at hand. This opinion piece by Zahid Salman does a great job at explaning the true rationale behind Gen Z workers’ wishes. Gen Z workers are not lazy or immature, they are simply standing up for themselves in the workplace more than other generations. Put simply — Gen Z will not accept common toxicity, unreasonability, or abuse in the workplace. 👉 And there should be NO problem with that. Gen Zers expect basic decency and dignity from their employers — and we’re seeing many workplaces implementing that. ✔️ Mental health recognition and support ✔️ Accessibility and disability accommodations ✔️ Workplace culture prioritizing mutual respect. See? Gen Z isn’t really asking for much. But they’re willing to quit over it! Gen Z doesn’t want to work their lives away. The fact is: as employers adapt to the changing standards amongst Gen Z workers will benefit all workers — and create more productive workplaces in the process. #onpoli #workers #leadership #employers

The 2022 Work in America survey, conducted by the American Psychological Association (APA), found that young adults are struggling in the workplace: Nearly half (48%) of workers ages 18 to 25 feel people not close to their age don’t see the value in their ideas, compared to 32% overall and 16% for workers 65 and older. Similarly, 43% of workers ages 18 to 25 feel self-conscious about their age at work, compared with 29% of all workers. About 45% of workers ages 18 to 25 say they feel lonely at work, compared to 33% of those ages 26 to 43, 22% of those 44 to 57, and 15% of those 58 to 64. Younger workers are also more likely to feel tense or stressed during the workday — 48% for those 18-25 and 51% for those 26-43, versus 42% for workers 44-57 and 30% for workers 58-64.

Young employees are missing nearly a day of work per week due to stress, the majority of staff members are at risk for burnout, and mental health struggles are the cause of a $47.6 billion productivity loss for the economy every year. Workers are desperate for psychological support, but few bosses are actually attending to their needs. There was a 74% surge in employees requesting leave or accommodations for mental health-related issues over the past year, according to a new report from Littler. That was followed by a 53% rise in pregnancy-related requests, 50% more hybrid and flexible work inquiries, and a 48% swell in paid sick leave demands. “People are still dealing with the after effects of the pandemic,” Devjani Mishra, a partner at Littler, tells Fortune. “In tandem with that, you have some people newly being diagnosed with mental health conditions that they may have never sought help for before, along with employees becoming more familiar with asking for some kind of accommodation.” Read more: https://lnkd.in/ewGqJ-xg

I like to post and comment on employment articles. As CEO of PSII, we get a lot of feedback from our employer community. This article is disturbing. This is what our modern, western society has become: a workforce that cannot work a full week due to "mental stress" issues and "burnout". Seriously? HEIFER DUST. What employers, employment lawyers and human resorce people tell us is that the so call job burn out has nothing to do with the work. Instead, most of the issues are related to the personal lives and lifestyles of the workers. We see the issues illuminated in the turnover all the time. It's the number one reason that termination without cause has to be used as method to get rid of people. The generation mentioned here thinks they are unique. Does anyone believe that? I think other generations would call them on the carpet for pretending they have it any tougher than previous. It's a sad barometer of the society we live in and why productivity is declining. What is your experience with this issue?

Interesting data point from a new Harris Poll survey undertaken on behalf of the American Psychological Association. In a poll of 2,000 working adults in the U.S., it was found that around 45% of workers between the ages of 18 and 25 felt lonely on the job. That's in comparison to older cohorts who were less likely to feel lonely on the job; for instance, only 15% of the 58-64 y.o. cohort reported similar feelings of loneliness. The same age breakdown emerged in polling of feelings of stress or tension, which is of great interest given the generalised uptick in workplace stress and burnout. Where around 50% of the 18 to 43 y.o. cohort felt stress or tension, only 42% of 44 to 57 year olds and 30% of the 65-plus age group felt similarly. For more of the data, read the article in Safety+Health Magazine, here: https://lnkd.in/g_Vy87U9 #teamnoggin #wellbeingintheworkplace

“To remain competitive, employers should invest in strategies that support their workers’ well-being & mental health to help them navigate these new norms and evolving professional landscapes.” Check out this resource to discover recent statistics on how younger workers are experiencing stress in the work place.

Is the UK becoming a burnt out nation? 👇 Gen Z and young millennial employees in Britain are missing the equivalent of a day’s work every week due to mental health struggles According to our data, younger, less affluent workers are grappling with mental health challenges without adequate employer support - costing the British economy a staggering £138 billion each year. “If health at work is properly managed, business and the wider economy stand to gain significantly,” - Neville Koopowitz, Vitality CEO. Read more 👇 https://lnkd.in/eAatr6WB #burnout #workplacewellbeing

Leaders, are you modelling the value of wellbeing tools and spaces with your people? Are you living and breathing the culture you advertise? Are you educating yourself or working with experts on the nuance of burnout and why it’s so high in your organisation? Are you aware of how burnout is not just mindset and requires a holistic approach to prevention and recovery? Are you opening your mind to broad spectrum of mental and emotional health? Do your people have SPACE to be seen and heard in their struggles? Are you truly listening to the crisis that’s only going to worsen as time goes on? Come and have a chat with Nick Edgar and I at The 3E Space to discuss the work we do with organisations and schools around people burnout and mental/emotional health 🙏🧡

Burnout is an issue that organisations can no longer ignore. As Gen Z and young millennials are increasingly entering the workforce, it is essential for companies to address and support employee mental health. Why? Ignoring employee mental health leads to decreased productivity, higher absenteeism and increased turnover. Read the article for more. #LiveLifeWithVitality #WorkplaceWellness #Burnout

Concern from working parents about the mental health of their children is costing UK employers £8.3 billion annually. This is a personal one for me, as many of you who have connected with me for a while will know. The impact of supporting children with poor mental health can not be underestimated, especially when doing it as a single parent. As much as many of us don't want it to impact our work, it can. I am lucky. I have a supportive employer at Loates HR Consultancy. But many people don't, and this results in increased absence, presenteeism and, eventually, the decision to leave a job. Taken from the Deloitte Mental Health Report 2024 💡 Staff turnover costs make up the largest proportion of overall working parent costs who are concerned for their children’s mental health, followed by presenteeism. 💡 Remote work may exacerbate presenteeism, particularly for parents who balance work responsibilities with caring for their children at home. 💡 A substantial number of parents at work (63%) seek support from external sources (regardless of what their employer may offer) to manage their children’s mental health challenges rather than approaching their employer for additional support. 💡 Most parents prioritise seeking external help before resorting to measures that could impact their employment, such as reducing work hours or quitting altogether. 💡 Employers need to consider options to protect the wellbeing of their employees and provide channels for working parents to access support for their child’s mental health. 💡 Proactively supporting working parents will limit business disruption and demonstrate genuine employee care and support. What do you think? Should employers do more to support working parents, especially those with children with additional needs? Or is it a personal matter that should have nothing to do with work? #mentalhealthatwork #wellbeingatwork #workingparents #parentingmentalhealth