Generation Y is coming into the workforce with a lot of advantages, but it’s also under a lot of stress, explained Dr. David Posen, MD and bestselling author on stress management, at a recent Desjardins Insurance luncheon.
“These kids are growing up with a lot of uncertainty and a lot of confusion, and we need to understand where they’re coming from,” he said. “Because we haven’t prepared them very well for the world of work.”
Posen noted that many mental heath-related claims are due to stress, which manifests in both physical and mental functions. Stressed individuals will often have problems with concentration, memory, decision-making and emotions (e.g., anxiety or nervousness), as well as exhibit changes in behaviour (loss of humour, for instance).
There’s a difference between “good” stress and “bad” stress, though. In fact, “a certain amount of stress is necessary for us to function well,” Posen explained. However, he noted that it’s important for people to keep track of where they are on the “human function curve” and ensure that they’re not spiralling down toward total burnout.
Who needs sleep?
One of the easiest ways to prevent burnout is to get enough sleep—and you may not be as well rested as you think. Even adults really need eight to 10 hours of sleep each night, said Posen.
He added that gen Y employees may not feel tired until later at night and may not fully “wake up” until later in the morning, so employers may want to consider offering flexible work hours. Some companies even have a “napping room” for employees to catch up on missed sleep during the day.
Employees should also take regular breaks—ideally every two hours, said Posen, adding that research suggests we can only concentrate intensely on something for 90 minutes at a time.
If employers and employees don’t take a preventative approach to stress management, the consequences can be severe. “Real burnout usually takes six to nine months to recover from,” Posen noted, adding that it often “takes years to happen, but we miss symptoms along the way.”
Saying yes
What else can employers do to help gen Y manage stress? “The power of permission in the workplace is really strong,” Posen explained—for example, giving people permission to take breaks, to pace themselves and to use their vacation time.
He also advised employers to discourage long hours, since this ultimately reduces productivity. According to a study in the 1980s—which has never been refuted—a 40-hour workweek is optimal for performance, Posen added.
Managers can encourage gen Y employees to succeed by giving them clear instructions, regular feedback, a good match between challenges and their skills, and the necessary training and opportunities to learn new ones. Far from being lazy and entitled, gen Y wants to learn and grow, Posen explained. “We need to give them that opportunity.”
It may take some time and effort, but Posen believes that investing in gen Y will reap rewards for both employers and employees. “They will want to stay and work, and you will get a more valuable employee.”
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