Is Mental Health a Workplace Priority?
If not… here is why it should be!
“On average, we spend 90,000 hours of our lifetimes at work,” said Evans in an article by the American Psychological Association. “Businesses and employers have a responsibility to ensure that those hours are spent in environments that support the mental health of employees and their families.”
Let that sink in… ninety thousand hours. That’s a lot of coffee breaks, meetings, and Monday mornings! But it’s also a powerful reminder that the workplace isn’t just where we earn a living; it’s where we spend most of our lives. When those environments support mental health, people thrive – and when they don’t, everyone feels the strain.
A Shared Mission Across Generations
World Mental Health Day on October 10 invites us to reflect on how far we’ve come and how far we still have to go. Every generation has experienced the culture of work differently:
- Traditionalists and Baby Boomers often learned to “tough it out.”
- Gen X built a reputation for independence and skepticism of corporate buzzwords.
- Millennials helped make conversations about burnout and balance mainstream.
- Gen Z is raising the bar, expecting transparency, empathy, and authenticity from employers.
Each generation brings something valuable to the table. Together, we have the opportunity to redefine what healthy work looks like for everyone.
10 Ways to Build Generational Awareness and Support Mental Health
1) Ask Before Assuming – Instead of guessing, ask colleagues how they prefer to communicate and receive feedback. Curiosity builds trust and prevents miscommunication!
2) Express Gratitude – Say thank you often… whether it’s a handwritten note, a public shout-out, or a simple text message, appreciation is ageless.
3) Practice What You Preach – Leaders, show (not just tell), that it’s okay to take breaks, ask for help, or log off. When leaders prioritize well-being, it permits others to do the same.
4) Promote Work/Life Balance – Balance looks different for every generation and person. A culture that respects life outside of work creates loyalty inside of work.
5) Humor as a Connector – Laughter is a universal language! Use humor to break tension, bridge differences, and remind everyone that we’re all human, regardless of titles.
6) Flexibility & Adaptability – Be open to new tools, new ideas, and new ways of working. Flexibility keeps workplaces innovative and empathetic.
7) Continuous Learning – Encourage personal & professional development with a mindset that everyone has more to learn!
8) Cross-Generational Mentoring – Speaking of learning… create opportunities for older and younger colleagues to exchange knowledge and personal experiences.
9) Customized Communication – Email, text, chat, phone call, everyone has a preference. Learn what works best and adjust your style when possible.
10) Celebrate New Perspectives – Diverse perspectives fuel creativity. When someone challenges “how we’ve always done it,” don’t dismiss it, explore it!
The Bigger Picture
As Evans reminds us, “We cannot underestimate the positive impact we can have when we align our workplace policies and practices with people’s psychological health.”
Whether you’re mentoring a new hire, setting boundaries for your own well-being, or simply saying “thank you” to a teammate, you’re contributing to a culture where five generations can thrive together. Because when we take care of our people, those 90,000 hours have the potential to build connection, purpose, and true meaning.
