Gen Z loneliness: as an employer, you don't have to be a therapist. But what should you do instead?

In practice, I am seeing it more and more often: loneliness is the cause of frequent and even long-term absenteeism. Generation Z (1996 – 2015) is particularly sensitive to this, partly due to the COVID-19 pandemic. The well-being of this generation is essential for the future of your organization. But how should you, as an employer, deal with this?

By Myrtille van Hout

Loneliness among young people
Young people are the generation of the future, but things are not always going well for them. International research shows that during the second year of the COVID crisis, nearly half of young people experienced mental health issues because they were unable to meet each other. According to a study by the RIVM, the number of young people suffering from mental health complaints has not decreased since COVID. Nevertheless, for some reason, they are now less likely to seek help. Employers can therefore play a role in this.

Loneliness makes you ill
The impact of loneliness on well-being and employability should not be underestimated. It can lead to all kinds of psychological and physical problems: depression, insomnia, a weakened immune system, heart problems, and high blood pressure, to name just a few effects. However, it is a subjective concept and not something that only affects Generation Z; older employees can also feel lonely. For example, an experienced nurse who does not connect with younger colleagues. Or a company director with employees, who finds that he is actually on his own when difficult situations arise. Loneliness comes in many forms and occurs when real contact is lacking.

Be alert
Be aware that high workloads and digital (hybrid) working greatly amplify loneliness. Therefore, take measures if this is an issue within your organization and create a work environment that encourages contact. Someone who feels lonely—young or older—often feels ashamed and withdraws. That’s why you should consciously involve a colleague who isolates themselves in conversations or social activities, even if they may initially respond a bit gruffly.

Show genuine interest
Ensure a safe environment where employees feel comfortable sharing their experiences with loneliness. It is important that managers show genuine interest and truly listen, without judgment. Attention and interest can work wonders, but acting out of pity or social desirability has the opposite effect. If you really know how your employees are doing, you can offer individual support. The line between good leadership and interfering in someone’s personal life is thin, but that is no reason to do nothing. If you do not invest in your employees now, in Generation Z, you will lose them in a few years and your organization will not survive.

back