The answer, we believe, starts long before an employee ever sends their first email.
Did you know that an estimated 50% of all mental health problems are established by age 14, and 75% by age 24? It’s a truly sobering statistic, widely supported by organisations like the Mental Health Foundation.
It tells us that for many of our team members, the struggles they face didn’t begin the day they started their job. They likely began in their youth, during those formative years of school, college, and first-time experiences.
This is why, for us at Stress Matters, our mission to make workplace wellbeing easy isn’t just about putting on a workshop. It’s about getting ahead of the curve.
By creating a work environment that is proactively supportive, we can help people manage, and even prevent, the issues that may have started long ago.
Four Tips for Supporting Your Youngest Staff
This is an area we care deeply about. One of our core goals is to support young people as they transition into employment.
Our founder, Laura, has been involved in apprenticeships for nearly 10 years and chairs the board of the Apprenticeship Trailblazer Group for Event Assistants. This hands-on experience gives us unique insight into the mental health challenges young people face, and it’s why we’re so passionate about this work.
Here are a few tips to help you build a more supportive environment:
1. Foster a Culture of Openness Create a workplace where discussing mental health is normalised. Managers should be trained to lead with empathy and compassion, letting their teams know it’s okay not to be okay.
This is especially important for early-career staff who may feel the pressure of imposter syndrome, the persistent feeling that their success is a fluke despite evidence of their competence. .
2. Offer Proactive Resources and Training Don’t wait for a crisis. Provide access to mental health resources from day one.
This could include Employee Assistance Programmes (EAPs), mental health first aid training for managers, or workshops on stress management. These are particularly valuable for young staff who may not know where to turn for help.
3. Encourage Work-Life Integration For many young professionals, the line between work and life is blurred. Encourage them to find a sustainable rhythm.
This might mean flexible working hours, clear policies on after-hours communication, and a culture that respects time off. Managers should model this behaviour themselves to show it’s genuinely supported.
4. Train Managers in Multigenerational Leadership Today’s workplaces are more generationally diverse than ever. A manager who understands the different communication styles, motivations, and expectations of Gen Z versus other generations is better equipped to prevent misunderstandings and reduce stress.
Training on this topic helps managers lead with nuance and ensures that young employees feel understood and valued, rather than stereotyped.
It’s a key part of creating an inclusive and mentally healthy environment for everyone.
By implementing these strategies, you can build a workplace that not only attracts talented young professionals but also provides the robust support system they need to thrive.
Prioritising their mental health today is the most powerful investment you can make in your company’s future.
