Employers need to change how they engage staff to protect their future workforce, says a performance learning expert.
Around 85 percent of Gen Z workers told Redware they were questioning their career choice because of an increase in burnout.
Adam Heath, Managing Director at Redware, said: “The prevalence of burnout (in young people) is extremely concerning. For businesses to succeed, it is crucial that the workforce is engaged and productive, something burnout doesn’t allow for.”
The term Gen Z is used to refer to those aged 9 to 24, and according to 2020 figures from Indeed.com, this cohort makes up an estimated 20 percent of the workforce.
Burnout will destroy future workforce
Heath warned companies: “If the burnout issue is not addressed head on, companies will not only be compromising their duty of care but will also be at risk of losing some of their most important people.”
Of those furloughed, 75 percent of Gen Z respondents felt their productivity and performance had stalled.
95 percent also acknowledged the importance of having a learning programme that is tailored to their individual needs, while 86 percent said the quality of learning and development impacts their mental health and wellbeing at work.
Music at work
Meanwhile, another study shows more people are listening to music at work than ever before, because of the positive impact on their mental health.
The Towergate research found this mostly benefits Gen Z, who worked faster and were able to focus better with music.
Pop songs were found to be the most popular. Alison Wild from Towergate said: “”Music has always created a sense of togetherness, that’s why many turn to it during a crisis. Music can help boost your productivity by putting you in a better mood, combatting stress and anxiety, while we are all working from home”
The advise to bosses is to ask their younger employees what works for them to prevent burnout and ensure a healthy and happy workplace for the longevity of the business.
Chartered Psychologist Michelle Minnikin advised: “Don’t assume you know what they need. You’ll find more engagement and interest if you involve them in designing solutions that work for them – they will probably think of different ways to do things. Remember the people closest to the problem are generally those with the solution.”
Feyaza Khan has been a journalist for more than 20 years in print and broadcast. Her special interests include neurodiversity in the workplace, tech, diversity, trauma and wellbeing.
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