Gen Z and the Workplace: What It Means to Be Part of The Anxious Generation
Gen Z is stepping into the workforce with high expectations—and even higher levels of anxiety.
They’re the most educated, tech-savvy generation yet, but also the most stressed. According to Gallup, nearly 50% of Gen Z employees report feeling stressed “a lot of the day”—more than any other generation in the workplace today.
Years of social media, economic instability, and a culture of overprotection have left them cautious, overwhelmed, and deeply aware of their mental health. Unlike previous generations, they aren’t willing to suffer in silence. Work needs to feel meaningful, but it also needs to feel sustainable.
Traditional workplace norms—long hours, rigid hierarchies, "paying your dues"—clash with a generation that values balance over burnout.
Some call it entitlement. Others call it evolution. Either way, the workplace is changing.
So, why is Gen Z struggling with anxiety at work?
And how can companies adapt to a workforce that prioritizes well-being just as much as career growth?
What Is The Anxious Generation?
In his book The Anxious Generation: How the Great Rewiring of Childhood is Causing an Epidemic of Mental Illness, social psychologist Jonathan Haidt explores the dramatic rise in anxiety and depression among young people.
He argues that Gen Z’s mental health crisis is largely due to the shift from free play and real-world interactions to a childhood dominated by screens and social media.
Haidt describes how the overprotection of children—combined with the explosion of smartphone use—has led to a generation that is more anxious, less resilient, and less prepared for adulthood.
He points to skyrocketing rates of depression, self-harm, and loneliness as evidence of a larger systemic problem.
While the book focuses on childhood and adolescence, its findings are critical for understanding Gen Z’s approach to work.
Many of the challenges Haidt describes—social anxiety, fear of failure, and a reliance on digital communication—are now playing out in offices and remote workspaces across the country.
Who Is the Anxious Generation?
The “Anxious Generation” refers primarily to Gen Z—those born between 1997 and 2012, according to Pew Research Center. This group is now entering the workforce in large numbers, bringing both a strong awareness of mental health and record-high levels of stress.
Key Statistics on Gen Z’s Mental Health
42% of Gen Z adults have been diagnosed with a mental health condition, with anxiety and depression being the most common (McKinsey, 2022).
68% of Gen Z workers say their mental health has impacted their ability to work effectively, compared to just 48% of millennials (Cake, 2023).
More than half (54%) of Gen Z workers say work is a major source of stress, significantly higher than older generations (APA, 2023).
Unlike previous generations, who may have viewed work as a necessary stressor, Gen Z expects employers to take mental health seriously. They value workplaces that provide psychological safety, flexibility, and a clear sense of purpose.
Why Is Gen Z So Anxious?
A Childhood Shaped by Screens
Gen Z is the first generation to grow up entirely in the age of smartphones and social media.
Haidt argues that this “great rewiring” of childhood has led to increased social comparison, decreased in-person interaction, and a greater sensitivity to stress. Studies show that heavy social media use is correlated with higher rates of anxiety and depression, particularly among young adults.
Without frequent face-to-face interactions growing up, many Gen Z employees struggle with in-person workplace dynamics.
They’re less comfortable with direct feedback, more likely to experience social anxiety, and often prefer digital communication over real-world conversations.
Overprotective Upbringing and Risk Aversion
Many Gen Z workers were raised in environments that emphasized safety—both physical and emotional.
From helicopter parenting to trigger warnings, they grew up with fewer opportunities to navigate discomfort, take risks, or build resilience.
Now, in the workplace, this can manifest as a fear of failure, difficulty handling constructive criticism, and anxiety around decision-making. A simple mistake can feel catastrophic, leading some Gen Z employees to hesitate before taking initiative or speaking up.
A World in Crisis
Beyond personal experiences, Gen Z has come of age in a world that feels increasingly unstable. Economic uncertainty, climate change, and political turmoil have created a baseline level of stress that previous generations didn’t experience at the same scale.
According to the American Psychological Association, 77% of Gen Z workers report feeling anxious about the future of the world, significantly higher than older generations (APA, 2023). This existential stress spills over into their careers, influencing job choices, workplace expectations, and overall well-being.
How Anxiety Shows Up in the Workplace
Fear of Failure and Imposter Syndrome
Many Gen Z employees struggle with perfectionism and self-doubt, a pattern reinforced by years of academic pressure and social media comparison. At work, this can lead to:
Overanalyzing tasks and delaying decisions.
Avoiding leadership roles due to fear of making mistakes.
Withholding ideas in meetings out of fear of judgment.
Struggles with Workplace Communication
Growing up in the digital age means many Gen Z workers feel more comfortable typing than talking. This preference for asynchronous communication can lead to challenges like:
Discomfort with face-to-face feedback.
Misinterpretation of tone in emails and Slack messages.
Avoidance of difficult conversations.
Preference for Remote and Flexible Work
Many Gen Z workers entered the workforce during the pandemic, making remote work their default experience. While they appreciate the flexibility, it can also lead to greater feelings of isolation, communication gaps, and difficulty setting boundaries.
Stronger Mental Health Boundaries
Unlike previous generations, Gen Z is more likely to say no to toxic work environments. They prioritize mental health days, work-life balance, and employers who openly discuss mental well-being. However, even with strong boundaries, burnout is still a risk—especially in industries with high pressure and rapid deadlines.
What Employers Need to Understand About Gen Z
Gen Z isn’t disengaged from work—they’re disengaged from outdated workplace norms. The traditional "grind culture" of long hours, rigid hierarchies, and silent suffering doesn’t resonate with a generation that values mental health, flexibility, and purpose. If employers want to attract and retain Gen Z talent, they need to rethink how work is structured and supported.
Here’s what matters most to Gen Z in the workplace:
Mental Health Awareness Isn’t Optional
For previous generations, mental health was often a personal issue—something to manage outside of work. For Gen Z, it’s a workplace issue.
68% of Gen Z employees say their mental health has impacted their ability to work effectively, compared to just 48% of millennials (Cake, 2023).
Only 45% of Gen Z workers say their employer supports mental health effectively, leaving a significant gap in expectations (APA, 2023).
This generation expects companies to provide mental health benefits, encourage open conversations, and actively support employee well-being—not just during Mental Health Awareness Month, but every day.
Purpose Matters as Much as a Paycheck
For Gen Z, a job isn’t just a way to pay the bills—it’s a reflection of their values. They want to work for companies that align with their beliefs, whether that’s through ethical business practices, sustainability efforts, or meaningful work.
75% of Gen Z workers say they would take a pay cut to work for a company that aligns with their values (LinkedIn, 2022).
Two-thirds of Gen Z employees say they want their work to make a positive impact on the world (McKinsey, 2022).
Companies that fail to communicate their mission and values risk losing Gen Z talent to organizations that prioritize purpose over profit.
Psychological Safety Builds Stronger Teams
Gen Z workers are more likely to hesitate before speaking up in meetings, asking for help, or admitting mistakes—not because they don’t care, but because they fear judgment.
Only 36% of Gen Z employees feel comfortable sharing their ideas at work, compared to 47% of millennials (MSCI, 2023).
More than half say they struggle with imposter syndrome in their roles.
A workplace that encourages open dialogue, learning from failure, and constructive feedback will see stronger engagement from Gen Z employees.
Flexibility Isn’t a Perk—It’s an Expectation
Gen Z entered the workforce during a time of remote and hybrid work, and they aren’t eager to return to strict 9-to-5 office schedules.
73% of Gen Z workers say flexibility is a top priority when choosing a job (Cake, 2023).
Over 50% say they would quit a job that doesn’t offer remote or hybrid options (LinkedIn, 2022).
Flexibility isn’t about working less—it’s about working smarter, with more autonomy and trust. Companies that resist this shift may find themselves struggling to hire and retain younger employees.
They’re Redefining Work Culture—And That’s a Good Thing
Some critics view Gen Z’s expectations as entitlement. But in reality, many of their demands—better work-life balance, mental health support, flexibility—are changes that benefit the entire workforce.
A workplace that supports Gen Z isn’t just a place where young employees thrive—it’s a more modern, sustainable, and human-centered workplace for everyone.
How Employers Can Support the Anxious Generation
Understanding Gen Z’s struggles is one thing. Taking action is another. Here’s how companies can build a workplace that supports mental health while driving engagement and performance.
1. Invest in Mental Health Resources
It’s not enough to acknowledge mental health—companies need to back it up with real support. This includes:
Offering comprehensive mental health benefits (therapy coverage, wellness stipends).
Implementing mental health days as part of PTO.
Providing training for managers on how to recognize and support struggling employees.
2. Foster Psychological Safety
A fear-driven workplace fuels stress and disengagement. Instead, companies should:
Encourage open conversations about mental health and challenges.
Normalize learning from mistakes rather than punishing them.
Create mentorship and coaching programs to build confidence.
3. Rethink Productivity Expectations
Gen Z isn’t lazy—they just reject outdated metrics of productivity. Instead of focusing on hours worked, companies should focus on impact.
Allow for asynchronous work where possible (trust employees to get work done on their schedule).
Provide clear career development paths to reduce uncertainty.
Recognize quality of work over quantity of hours.
4. Prioritize Flexibility and Work-Life Balance
Rigid structures push Gen Z away. Instead, companies should:
Offer hybrid or remote options where feasible.
Respect work-life boundaries (no expectation of 24/7 availability).
Provide options for personalized work schedules when possible.
5. Make Work Meaningful
Gen Z wants to feel like their work matters. Companies can build engagement by:
Clarifying the impact of each role on the bigger picture.
Offering opportunities for learning, growth, and purpose-driven work.
Promoting DEI (Diversity, Equity, and Inclusion) and social responsibility efforts.
The Future of Work: Supporting a Generation in Transition
The anxious generation isn’t lazy, entitled, or fragile. They’re navigating a world that feels more uncertain than ever, while pushing for a healthier approach to work.
Their expectations around mental health, flexibility, and purpose aren’t unreasonable—they’re shaping a workplace culture that prioritizes well-being for everyone.
Companies that embrace these changes will attract and retain top Gen Z talent. Those that resist will find themselves struggling to keep up with the workforce of the future.
Because at the end of the day, supporting the anxious generation isn’t just about Gen Z—it’s about creating a better, more sustainable workplace for all.