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Amina recently graduated from college, after spending her senior 12 months taking classes on Zoom while isolated in a tiny apartment. She lost her grandfather to Covid-19 and her mother was laid off. Now she begins her first job, bearing invisible scars and a need for resilience acquired in unprecedented times. Amina’s story is not unique; reflects the experiences of countless young adults entering the workforce today.
Globally World Health Organization reports at least 14.9 million additional deaths from Covid-19, with the actual numbers likely much higher – a staggering loss that has touched countless lives. Isolation deepened the crisis. IN 2021 Harvard Study61% of young adults admitted that they felt a severe sense of loneliness, increasing their risk developing serious illnesses.
The following 12 months in American Psychological Association study50% of adults aged 18 to 24 reported mental health problems. Like many people, my mental health journey began long before the pandemic and was a silent struggle that continued through 20 years of infertility. Yet the immense isolation, anxiety and loss felt on a global scale since the pandemic often leaves me speechless.
We currently face serious, long-term mental health challenges. The psychological effects of loneliness can persist as much as nine years after the initial experience, with long-term effects comparable to post-traumatic stress disorder (PTSD) continuing to affect well-being and productivity. For children and young individuals who have seen unprecedented death, isolation and mental anguish among adults during the pandemic while missing out on critical stages of social and cognitive development, we are here We’re just beginning to see the impact.
When these young people enter our workplaces, their mental well-being requires our full attention and empathy. By providing them with the tools and environment that understand and support what they need for lasting well-being, leaders can support the workforce post-pandemic and nurture a culture of resilience.
Foster a growth mindset
People with a growth mindset can look for paths to advance their careers even in difficult times, but instilling such resilience in a team requires continuous effort supported by sustained, focused programs. It’s time to maneuver beyond the concept that behavior changes after just an hour’s course. Instead, implement solid resilience programs and build recent habits repeatability and consistency.
Our 30-day Go Beyond experience sparks conversations around diversity and inclusion while emphasizing mental health and resilience. Every day for a month, teams complete easy, self-directed activities or watch short videos that focus on developing each technical skills and mental agility to show challenges into learning opportunities. Now in its third 12 months, people proceed to reply positively to our 30-day dedication to this ritual, which cultivates a culture of belonging, trust and safety as we move forward, even in the face of adversity.
Redefine language
The conversation around mental health in our workplaces must evolve. At Deloitte 2023 Generation Z and Millennial Surveyresearchers found that many employees still felt uncomfortable talking about mental health offers at work or revealing that they needed break day to make the most of them. To create an environment where employees feel comfortable and nurture their mental well-being, leaders can start with the language they use to debate the topic.
Our company integrates the concept of “mental fitness,” much like physical fitness, into our organizational language. Transforming Mental Health Month into Mental Fitness Month and rebranding mental health advantages as mental fitness advantages underscore our commitment to proactive care and resilience. Over time, these small efforts build the foundation for larger changes.
Lead by example
When leaders model resilience and share their challenges and approaches to mental fitness without fear or judgment, their team members feel protected and visible enough to do the same. In 2022, we launched an application for mental exercises, due to which our team members can obtain skilled support at any time of the day. After recently facing a personal challenge and using a recent app to schedule an appointment with a counselor, I shared this experience with my team to indicate how essential it is to hunt help when needed. Since then, several other team members have reported joining the app.
An example of a leader needs to be an organization able to welcome the most significant moments in life. My four-year-old son was born on my husband’s thirtieth birthday. When my son turned 4 and my husband celebrated 34 years of sobriety this 12 months, my company held a conference in Dallas that very same day. As Senior Vice President of HR, I felt the have to be present for the organization and my team. Still, it hurt me a lot to miss this essential event with my family.
So I spoke to my leader and team and they arranged for me to affix the conference via Teams. I openly expressed why I didn’t get on that plane and asked my leaders to do the same. Organizations willing to look after the well-being of their employees are less prone to lose them or, worse, leave them in constant distress.
Now is the time to act
Given the unprecedented death, isolation and mental anguish that have shaped their experiences, the integration of the post-pandemic generation will depend on how well we support their mental well-being. Eight out of ten employees consider wellbeing advantages when taking over work, and employees are dissatisfied with mental health and wellbeing support is more likely to contemplate finding a recent one. However, in recent studies lower than half of customer support agents surveyed consider their employer takes their mental health seriously, and greater than 4 out of 10 employees felt uncomfortable talking about mental health at work.
As Richard Branson he said, “Take care of your employees and they will take care of your business.” An organizational commitment to promoting worker well-being drives worker engagement, which can increase profitability. Whatever the initiative, it should start with leadership and permeate every level of the organization. Start with a mental fitness audit, implement regular mental fitness check-ins, and train leaders to support mental fitness journeys to nurture the well-being that inspires individuals to thrive. Humanity is at the center of a company’s collective journey, and leaders who honor it can empower resilient teams that can survive in tomorrow’s recent realities.
How will you lead transformational change to create a resilient workplace?