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Is Generation Z, Generation Anxious – Mary T. O’Sullivan
By Mary T. O’Sullivan, MSOL, contributing writer on business and leadership
“…nearly 50% of Gen Z employees report feeling stressed “a lot of the day”—more than any other generation in the workplace today. – Gallup
While every generation in the workplace today shares a degree of workplace anxiety, studies now reveal that Generation Z experiences higher levels of anxiety compared to Millennials, Generation X, and Baby Boomers. While Millennials have also faced mental health challenges—with around 31% reporting anxiety disorders, more than double the rate of Baby Boomers—Gen Z reports even greater increases in anxiety and depression.
According to Gallup, these anxieties are caused by stressors other generations have been able to overcome or ignore. While everyone has a certain level of angst due to social media pressure, economic uncertainty, and global crises (due to the 24/7 news cycle), Gen Z is feeling it more. Generation X and Baby Boomers, for example, experienced comparatively lower anxiety rates; although they lived through the 2008 economic recession and periods of social change, they did not endure the constant digital availability and rapid societal shifts that define today’s younger workers.
Building on this, Gen Z is considered the first generation to have grown up with the internet and portable digital technology (iPhones and iPads) as an integral part of their lives. They’re the ones who literally slept with the iPhone on their pillows. Unlike previous generations, their personal identity and social belonging have always been intertwined with digital devices and online connectivity, shaping the way they see themselves and the world.
As a result, Generation Z, born between the mid-1990s and early 2010s, faces challenges that contribute to higher levels of anxiety than older generations. Their world has been marked by rapid technological change, such as the rise of Artificial Intelligence (AI), constant social media barrages, and a new, unsettled global order. Many younger workers today experience feelings of overwhelm, self-doubt, and constant pressure to succeed. Yet, unlike earlier generations who often suppressed or denied such feelings, Gen Z is more open about mental well-being and seeks workplaces that acknowledge their emotional health. For them, psychological safety means the ability to speak up and seek help without fear of reprisal—a value older generations often overlooked. With 83% feeling pressured to be perfect due to their social media presence, authentic support and transparency from employers are more critical than ever.
This shift in expectations translates directly into the workplace. Gen Z workers not only worry about their physical safety but also place equal, if not greater, importance on psychological safety. Their concerns extend beyond traditional hazards to include mental health worries, and they expect real transparency and visible support from employers. They also demand that business strategies align with digital realities—using websites, social media, and email to interact with and build relationships. For them, paper files and in-person sales calls seem outdated when Zoom and other online platforms offer faster, more familiar solutions.
In contrast, previous generations placed more emphasis on physical dangers, such as Occupational Safety and Health Agency (OSHA) violations. Gen Z, however, leads in reporting emotional damage, with 41% noting emotional issues compared to just 17% of Baby Boomers. This heightened awareness stems in part from social media platforms that normalize discussions around mental health and workplace toxicity. Viral posts on X, Reddit, or Substack highlight stories of burnout, injustice, and coping strategies, reinforcing Gen Z’s sensitivity to workplace culture. Adding to this, 58% of Gen Z report experiencing cyberbullying or online abuse, while 87% say social media negatively affects their mental health, intensifying feelings of anxiety and hypervigilance. These comparisons and stories increase their sense of vulnerability, often leading them to disengage from work or quit entirely when mental health needs go unmet.
The digital environment itself also introduces new risks. Excessive screen time contributes to sleep loss, body image issues, and even addiction to negative news cycles. Algorithms designed to maximize engagement may worsen feelings of loneliness or despair, leaving Gen Z particularly vulnerable to psychological harm.
Taken together, Gen Z’s workplace safety fears reflect both their unique generational experiences and the profound influence of social media on their perceptions and expectations. Unlike previous generations, their safety concerns are amplified, diversified, and mobilized online. For organizations, this means that creating a supportive workplace requires more than addressing physical hazards—it calls for prioritizing psychological well-being, responding rapidly to concerns, and fostering an inclusive culture. Employers who integrate social media-driven insights and technological solutions will be best positioned to engage and retain Gen Z workers in the years ahead.
“During the initial period of the COVID-19 pandemic, the younger cohorts (Gen Z and Millennials) rated significantly worse on mental health indices … Older adults’ resilience … is evidenced … compared with younger adults.” — From a cross-generational study published in Springer Nature’s PMC
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Mary T. O’Sullivan, Master of Science, Organizational Leadership, International Coaching Federation Professional Certified Coach, Society of Human Resource Management, “Senior Certified Professional. Graduate Certificate in Executive and Professional Career Coaching, University of Texas at Dallas.
Member, Beta Gamma Sigma, the International Honor Society.
Advanced Studies in Education from Montclair University, SUNY Oswego and Syracuse University.
Mary is also a certified Six Sigma Specialist, Contract Specialist, IPT Leader and holds a Certificate in Essentials of Human Resource Management from SHRM.