Gen Z in the Workplace: Mental Health, Adaptability, and What Managers Need to Know

Gen Z, the newest generation in the workforce, is making waves in workplace culture. Some managers praise their fresh ideas and tech savvy, while others struggle with what they see as a lack of initiative, communication skills, and resilience. According to psychologist and workplace consultant, Dr. Andrea Mata, the gap isn’t about laziness, it’s about preparation, expectations, and how we bridge generational differences at work.

A Mental Health Wake-Up Call for the Workplace

We are, as Dr. Mata warns, “on the cusp of a mental health tsunami” with Gen Z employees. Stories of young hires experiencing severe stress and complete breakdowns within weeks of starting a job are becoming more common. Why? This has nothing to do with “quiet quitting” or being “lazy.” Gen Z, more than any other generation, is entering the professional world without the adaptability skills to manage pressure.

The Role of Gentle Parenting and Education

Two major environments have shaped this generation: gentle parenting and school systems that emphasize trauma-informed approaches. While gentle parenting encourages empathy and validation, Dr. Mata explains that it can also lead to giving kids decision-making power before they have the maturity or skills to handle it. Schools, meanwhile, may focus so heavily on feelings that they neglect to build resilience. By the time these young adults enter work, many haven’t practiced taking feedback, meeting strict deadlines, or navigating conflict.

Empathy + Accountability: Finding the Balance

For managers, the challenge is to start with why. Explain the reasoning behind expectations while still holding the bar high. Dr. Mata recommends a simple framework:

• Set clear, high expectations for performance and behavior.

• Provide high support through regular check-ins, coaching, and shorter evaluation cycles (such as every 12 weeks instead of annually).

• Offer targeted soft skills training to close gaps in communication, teamwork, and problem-solving.

  
  

This balance ensures productivity without enabling dependency.

Avoiding the “Enable vs. Equip” Trap

Dr. Mata stresses that leaders must equip, not enable. Enabling reinforces entitlement; equipping builds autonomy. For example, if a Gen Z employee struggles with a task, resist the urge to “just fix it” for them. Instead, coach them through problem-solving so they can handle similar situations independently in the future.

The “Four A’s” Every Employee Craves

Regardless of generation, everyone at work values the Four A’s:

• Appreciation

• Acceptance

• Approval

• Acknowledgement

  
  

Simple gestures such as recognizing someone’s extra effort, or giving public credit for a well-done project can significantly improve morale and employee retention.

When It’s Not a Skills Issue

Sometimes, poor performance isn’t about ability but about fit. A mismatch between manager and employee can spiral into disengagement or quiet quitting. In such cases, Dr. Mata advises leaders to focus on open dialogue, validation, and, where possible, reassigning employees to roles that better match their strengths and interests.

What Gen Z Must Bring to the Table

It’s not all on the managers. Gen Z employees must also take ownership of their growth.

That means:

• Seeking feedback without fear.

• Building resilience through daily self-reflection (What went well today? What can I improve tomorrow?).

• Learning how to separate emotional needs from skills-based coaching.

The Parenting Connection

For parents of future employees, now is the time to prepare kids for work realities. That means resisting the urge to rescue them from every inconvenience or conflict. Let them face challenges, commit to responsibilities, and learn to navigate uncomfortable situations. This shift can help prevent tomorrow’s workplace culture clashes and cut down on the mental health crises we’re seeing today.

The Bottom Line

Bringing Gen Z and the modern workplace into alignment isn’t about lowering standards.  It’s about clarity, consistency, and coaching. Whether you’re a leader navigating quiet quitting, a parent practicing (or moving away from) gentle parenting, or a college preparing graduates for their first jobs, the key is to start with why and pair high expectations with high support.

Want more strategies to help Gen Z succeed at work? Listen to the full Work Unscripted interview with Dr. Andrea Mata for practical tips on building resilient, adaptable employees without losing sight of your business goals.