Gen Z in the Workplace
As Gen Z enters the workforce in growing numbers, leaders face a dual challenge: embracing their openness about mental health, while guiding them through the inevitable ups and downs of working life.
In a recent OpenUp at the Workplace podcast episode, Melinda Brooks, Chief People Officer at Polaroid, joined psychologist and OpenUp CEO Gijs Coppens to explore how organisations can support young employees in navigating anxiety, building resilience, and thriving in today’s fast-moving workplace.
🎙️ Our HR podcast “OpenUp at the workplace” is available onSpotify,YouTube, andApple Podcasts.
Our guest
Melinda Brooks is an experienced HR leader with a passion for people, culture, and workplace psychology. Currently Chief People Officer at Polaroid, she has 20+ years of international experience leading people and culture strategies at global brands like ASICS, TomTom, and Aon Hewitt.
Committed to staying ahead in human behaviour research, she is completing an MSc in Neuropsychology and Mental Health at King’s College London. Her mission? To build cultures that empower people to perform at their best.
Here are the key takeaways
1. Some workplace needs are timeless. Others are not.
Melinda notes that while all generations want to feel valued, develop professionally, and work in an environment where they can build positive relationships, Gen Z brings something new to the table: a clear demand for purpose, psychological safety, and open conversations about mental well-being.
“There’s a stronger expectation today that companies are doing good – and that employees can be proud of where they work.”
The rise in mental health awareness has also led to a richer emotional vocabulary. But that’s not without challenges.
2. Awareness doesn’t equal resilience – and that’s where companies come in
Gen Z employees are more likely to name and share their emotions – but naming anxiety doesn’t mean knowing how to manage it. Melinda explains that sometimes, language around mental health can unintentionally amplify discomfort rather than reduce it.
“Not everything we label as anxiety is a clinical issue. Sometimes, it’s just nerves. Part of resilience is learning to move towards discomfort, not away from it.”
This presents an opportunity for HR and leadership: to help teams reframe challenges and build practical tools for navigating stress and uncertainty – building resilience at work together.
3. Building resilience: Make discomfort a learning moment
At Polaroid, Melinda and her team actively design learning moments where employees can face small challenges in a supportive setting. Think debate sessions, presentation workshops, or even optional physical activities like climbing.
These aren’t just fun exercises. They help people discover that discomfort is a pathway – not a wall.
“You come out of those moments stronger. That’s where confidence is built.”
4. Equip managers to tune in
One of the most important pieces of the puzzle? Workplace mental health training for managers.
“Many managers simply don’t know how their people are doing. It’s not about bad intentions – they just miss the cues.”
That’s why Polaroid focuses on helping managers develop soft skills: learning to listen, observe, and respond with empathy. Vulnerability from leadership plays a key role too. When leaders are honest about what didn’t go well and how they’re moving forward, it gives others permission to do the same. This also helps boosting team morale.
5. Don’t avoid hard conversations – they’re essential for growth
In an age of digital tools, it’s easier than ever to avoid uncomfortable discussions. But Melinda argues that difficult conversations are where trust, learning, and performance come together.
“If we’re too quick to shield people from discomfort, we don’t help them grow. Avoidance is rarely a productive strategy – at work or in life.”
The message to managers and HR leaders? Create space for those conversations, not only for Gen Z in the workplace. Equip all your people with the skills and confidence to have them. And when fear arises, encourage them to lean in – not step back.
6. A final reminder: Anxiety can be a sign you care
Melinda leaves us with a powerful insight: anxiety isn’t just a problem. It can be a signal.
“Anxiety shows you care. It means something matters to you. That’s a great place to start a conversation – not avoid one.”
Want to support your Gen Z employees in a meaningful way?
At OpenUp, we help organisations create mentally healthy workplaces through expert-led support, training, and real conversations – designed for the realities of today’s workforce.
🧠 Explore how our platform can help your team build resilience, improve communication, and foster a culture where everyone can thrive. Let’s talk, schedule your demo today.
