A person’s “vitality” is measured by their ability to live life with health, strength, and energy – and in the world of work, it equates to high-performing, motivated, engaged, and healthy employees. That’s a key finding from the 2023 Vitality in America Report, which is based on a survey of 10,000 adults conducted by Morning Consult and commissioned by The Cigna Group. This second annual study explores Americans’ health attitudes, behaviors, and experiences in health, at work, and in their communities.
Workers with high vitality are more likely than those with low vitality to enjoy their work and pursue work tasks that interest them. They feel more capable and confident they can do their jobs well, and feel energy and enthusiasm at work. They are also more likely to perform well on the job and advance in their career.
The report took a close look at Generation Z (adults born between 1997 and 2005) in particular—the cohort most notable for reporting the lowest vitality levels of any age demographic this year and in 2022. In fact, just 12% of Gen Z adults surveyed reported high vitality. The study found that mental health challenges and a lack of financial security, among other factors, play a significant role in Gen Z’s lower vitality.
And while newer to the workforce, Gen Z is already feeling burned out (41%) by their jobs and underwhelmed by their experience in the workplace (66% are very or somewhat satisfied with their job vs. 78% for non-Gen Z)—and nearly 60% have plans to look for a new job.
With Gen Z projected to make up 30% of the U.S. workforce by 2030—how can employers and managers start working today to increase the vitality of this generation?
Based on this latest research, here are 5 ways employers can engage and energize the Gen Z workforce:
1. Spotlight company mental health benefits.
Gen Z adults are struggling most with their mental health, with significantly fewer of them reporting their mental health as excellent or good compared with older generations. In fact, 53% cited mental health as the most important health problem they face. Among low-vitality Gen Z adults, this number jumps to 65%. Poor mental health significantly impacts the daily life of Gen Z. Nearly half reported that their poor mental health keeps them from taking care of responsibilities and from concentrating on doing important tasks. More than 4 in 10 also report poor mental health keeps them from going out of the house, getting around on their own, or participating in social activities.
Given how these mental health challenges seem to be exponentially impacting Gen Z’s daily lives and overall vitality, employers should make every effort to ensure that their employees are aware of the available mental health benefits their company provides and know how to use them.
2. Promote available education, training, and skill development opportunities.
Gen Z places a higher priority on developing their skills, gaining expertise, and earning professional certifications and degrees than Gen X and Baby Boomers. In fact, about half of Gen Z employees want to develop their current skills and learn new skills, while about a third want help from their current employer to do so. Many employers have myriad trainings and skill development programs available to their employees–but making sure these opportunities are visible to Gen Z is key. And for high-performing Gen Z employees, consider investing in incremental training and education that will develop and retain top-tier talent, drive productivity, and build your future leadership bench.
3. Invest the time to build high quality managerial relationships.
This year’s Vitality in America report also showed that Gen Z’s relationships with their managers at work appear to be weaker than other cohorts. Fewer Gen Z workers than older workers reported feeling understood by their manager or that their manager is confident in their abilities. With many employees still working remotely or hybrid, it’s more important than ever to establish and sustain a strong relationship with direct reports to ensure job satisfaction, engagement, and productivity. Companies should offer ongoing resources that guide new and seasoned managers alike on how to maximize connection points with all members of their team.
4. Showcase your company’s purpose and progress.
Like other generations, unsurprisingly, Gen Z’s top professional goal for the next five years is to make more money. That said, clearly articulating your corporate purpose and impact can also go a long way with Gen Z. Nearly half of Gen Z employees aspire to find a job with meaning and purpose—but they’re less likely than other generations to feel like their work has meaning, or that their job or company is making a real, positive difference. Putting your company purpose and tangible impacts front and center with employees could inspire and engage harder-to-reach Gen Z’ers who are looking for meaning in their work and expecting their company to make a positive societal impact.
5. Share volunteer opportunities.
One of the brighter spots in this year’s vitality research showed that more than half of Gen Z adults want to contribute to their community, and Gen Z’ers with higher vitality are significantly more likely to do volunteer work, say they have a sense of purpose, and connect strongly with their community. By helping Gen Z colleagues find ways to meaningfully contribute to their communities, employers can help them improve their mental health, vitality, and sense of purpose and belonging.
Kathryn Rider is the senior benefits director for employees of The Cigna Group, a global health company committed to improving health and vitality. Rider is an avid champion of overall well-being for herself as well as for the more than 70,000 employees of The Cigna Group. She’s based in Philadelphia, Pennsylvania.