Your Gen Z staff are burnt out - here’s how to fix it

As someone fortunate enough to lead a diverse team spanning 15 countries, I see firsthand the incredible contributions each generation brings to the workplace. But one issue we can’t ignore is the growing generational divide - and it’s impacting the wellbeing of our youngest workers the most.

Our Wellbeing at Work study uncovered something startling: 72% of Gen Z workers reported experiencing burnout in the last three months, compared to 44% of Boomers. Even more concerning, nearly a quarter of Gen Z workers admitted they feel stressed every single day, while only 6% of Boomers said the same.

It’s clear we can’t keep brushing this off as laziness or entitlement. In fact, our data shows the opposite: just 7% of Gen Z employees suggested a less demanding workload as a solution - half the number of Boomers (15%). So if it’s not about the workload, what is it?

Burnout isn’t a rite of passage; it’s a red flag. It stems from inadequate coping mechanisms, a lack of meaningful support and outdated management practices. It’s on us as leaders to bridge this generational divide, adapt to the needs of the workforce today and create environments where everyone can thrive.

We know from our own experience at Employment Hero that emphasising flexibility in the workplace is crucial to keeping people happy and engaged. Some managers may hesitate to embrace flexible working, but it isn’t about giving the young an easy ride, it’s about giving them the setting they need to thrive.

Sometimes, in smaller companies, it’s easy for employees to take on more than they should, simply because there are fewer hands on deck. To avoid burnout, open communication is key - employees need to feel comfortable raising concerns if they’re overwhelmed and managers should be proactive in redistributing tasks or bringing in additional help if needed.

Younger employees are looking for more than just surface level perks - they want work that challenges them, inspires them and aligns with their ambitions. To keep them engaged, we need to go beyond the basics and offer perks that actually matter. Things like flexible work, access to wellbeing support through Employee Assistance Programmes, opportunities to grow and develop, and the ability to access earned wages early can make a huge difference. These benefits can improve work-life balance and also help tackle the cost-of-living pressures that our study identified as the number one stressor for Gen Z workers.

Managers need to take the time to genuinely connect with their younger employees. Regular check-ins can help identify the early signs of burnout and give managers the chance to make adjustments before it becomes a bigger issue. When employees feel safe discussing their stressors and challenges, you can take action based on their feedback.

These young workers will be running the entire economy before long and we desperately need them to succeed in the workplace, not drown in it. We all need to move beyond the traditional, one-size-fits-all approach and embrace a future of work that accommodates the evolving needs of every generation.

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