Nearly half of Gen Z say they’re anxious or stressed most of the time at work (Vantage Fit, 2024). And while burnout isn’t new, the good news is we know what works.
Here’s where the research points us …
The strategies look a lot like the ones I’ve shared in my neurodiversity article: natural light, plants, calming colors, softer materials, and quiet spaces for mental resets. These design choices help neurodiverse employees manage sensory input and they help everyone manage stress.
Support services like teletherapy, employee assistance programs, and wellness coaching aren’t “extras” anymore. Research highlighted in Forbes and OSHA’s workplace stress guidance shows they reduce sick days, improve retention, and boost performance.
Perhaps the biggest shift is cultural. Organizations that foster psychological safety, encourage regular breaks, and normalize mental health days are seeing measurable gains in engagement, creativity, and resilience. When employees can talk about challenges without fear of judgment and have the resources to address them, they’re better equipped to do their best work.
When wellness becomes a core part of your culture, it turns from a “nice-to-have” into a competitive advantage. The companies designing for well-being today will be the ones thriving tomorrow.
Client interview: stress, wellness & keeping sanity at work
In an interview with a principal on stress, wellness, and keeping sanity at work, several strategies emerged. They have added small conference rooms so people can grab a quiet spot to focus or collaborate without feeling like they are in a fishbowl. Social areas provide space for chatting, checking email, or just relaxing. The company encourages open, judgment-free conversations about challenges, offers flexible start and end times with core hours of 9 to 5, and supports “choose your own adventure” breaks such as listening to music, going for a walk, or meditating.
When asked about Gen Z in the workplace, the principal confirmed that stress is present but not unique to one generation. Gen Z employees often multitask, working from home with kids, watching videos while working, and juggling multiple tabs at once, which can make focus harder without enough support spaces. Balancing deadlines and workloads without burnout is tricky for all generations.
On wellness and culture initiatives, the principal shared that they keep well-being feeling less like a corporate program and more like a natural part of daily life. This includes flexible lunches with the option to leave early if lunch is skipped, birthday celebrations, lunch-and-learns, monthly project reviews, and a “lunch club” to connect employees. New hires benefit from a hands-on intern program, site visits, and a first-week mini project to help them meet people and feel part of the team.
The takeaway? We’ll keep finding ways to help our team manage stress, connect with each other, and enjoy work a little more.
Your turn: What’s one small change your workplace has made that’s had a big impact on well-being?
Stay tuned for the next edition of “Patty’s Point of View,” where workplace trends are always made clear, current, and served with a side of fun – no snooze fests.