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Employees are logged in and getting work done. But beneath the surface, something is shifting. More employees are feeling disconnected from their work and colleagues, and it’s showing up in how work gets done: fewer ideas, weaker collaboration, and a growing sense that work is getting done without real connection behind it.

And when connection fades, performance often follows. Engagement has dropped to historic lows—not because employees are doing less, but because they’re less connected to what they’re doing. 

Disconnection comes from how work is structured

There are many reasons employees may feel disconnected, but how work is structured can be a major driver.

Over time, this leads to feeling detached from work, teams, and outcomes. That distance tends to show up in consistent ways:

  1. Social disconnection – not feeling seen or supported
  2. Operational disconnection – unclear priorities and decisions
  3. Purpose disconnection – work feels disconnected from impact

Because this shift is gradual, it often goes unaddressed until performance stalls or people begin to leave.

Managers are the most strained connection point

Managers sit closest to where work happens, and where it starts to break down. They translate strategy into action and shape how employees experience work every day. But the role has changed.

Managers are now expected to carry both operational and emotional responsibility: deliver results while supporting employees through stress, uncertainty, and change. At the same time, their scope of work has expanded dramatically, from an average of 1 manager for every 5 employees to 1 for every 15.

The pressure is showing. Nearly half of benefits leaders say managers are struggling to meet goals without adequate support, while facing the emotional toll of supporting team members in distress.

Most managers haven’t been trained for this. Few are given the capacity to do it well—even as organizations invest more in manager resources, the need continues to outpace support.

When the layer responsible for connection is under strain—management—connection doesn’t hold.

Why more communication isn’t fixing the problem

When disconnection shows up, many organizations respond by increasing communication—more updates, more meetings, more messages. But more communication doesn’t create clarity. It creates noise.

Employees are already operating in a constant stream of information. Adding more often just fragments attention further.

Connection isn’t built through volume. It’s built through how work actually functions:

This often isn’t a communication problem. It’s an operating system problem.

How to rebuild connection at work

When people are feeling disconnected at work, the solution isn’t typically adding more programs—it’s improving how work is designed.

#1 Make clarity the foundation

When priorities and ownership are clear, people can focus their energy where it matters.

#2 Strengthen managers as the connection layer

Managers aren’t a middle layer. They’re infrastructure. 

#3 Reduce digital overload

Digital overload is one of the most common drivers of feeling detached and disengaged. Connection requires space.

#4 Build psychological safety

Psychological safety helps prevent employees from feeling disconnected. People contribute more when they feel safe to do so.

#5 Embed belonging into everyday work

Belonging is a critical counterweight to feeling disconnected at work. It’s built through everyday team interactions and consistency. 

#6 Treat mental health as part of performance

Mental health isn’t separate from performance, it enables it.

When mental health is supported proactively, it’s easier to prevent employees feeling disconnected before it escalates.

The path back to connection

Connection strengthens when people have what they need to do their best work—clear priorities, consistent support, and real opportunities to contribute. When those are in place, employees move beyond simply logging in. They become more invested, collaborative, and engaged in what they’re building—and who they’re building it with.

FAQs

#1 What does it mean to feel disconnected at work?

Feeling disconnected at work can show up in different ways. Some employees feel detached from their work, unsure how their efforts contribute to larger goals. Others feel disconnected from their team or manager, with less support or collaboration than they need. The work still gets done, but with less energy, purpose, and engagement behind it.

#2 Why are employees feeling disconnected right now?

There’s no single cause. Most employees are navigating a mix of constant change, unclear priorities, heavy workloads, and digital overload. When work becomes reactive and fragmented, it’s harder to stay focused, aligned, and connected to what matters. Over time, that can lead to feeling disconnected, even in high-performing teams.

#3 What are the signs an employee is feeling disconnected?

Employees who are feeling disconnected don’t always disengage visibly. Instead, the signs are often subtle:

These shifts tend to build gradually, which is why they’re often missed until performance or retention is affected.

#4 How does feeling disconnected affect performance?

When employees are feeling detached from their work, performance doesn’t necessarily drop right away. It shifts over time. Teams may see less creativity, slower problem-solving, and weaker collaboration. Over time, this can impact productivity, engagement, and retention. 

#5 How can leaders address employees feeling disconnected?

Focus on how work operates day to day:

Small, consistent changes often have the biggest impact.

#6 Is feeling disconnected the same as burnout?

Not exactly. Burnout is tied to chronic stress and exhaustion, while feeling disconnected is a loss of connection to work, people, or purpose. The two are related, though. Over time, feeling disconnected at work can contribute to burnout, especially when support and clarity are lacking.

At Lyra, we’re proud to partner with benefits leaders who think boldly and prioritize the mental health of their employees. Northwestern Mutual is the winner of Lyra’s 2025 Workforce Mental Health Rising Star Award. Since launching with Lyra in 2024, the company has shown exceptional promise and commitment to bringing mental health care to its employee base. 

We had the privilege of speaking with Stephanie Hosig, Northwestern Mutual’s Benefits Consultant, about the company’s partnership with Lyra and how mental health support is an essential component of business success. 

What is your philosophy around caring for a workforce?
Northwestern Mutual’s focus is to free Americans from financial anxiety. Our People and Total Rewards teams aim to bring that same care to our employees and their families. We ask: how do we provide the care and resources people need to show up as their best selves? What will help them feel more secure? Partners like Lyra are a key part of that. 

What are you especially proud of?
That’s a simple one. I’m most proud of the way we’ve opened up the dialogue about mental health and helped others feel less alone. Lyra’s platform has been really instrumental in facilitating these important conversations.

What do you or your members love most about the Lyra benefit?
Lyra has been a fantastic partner for Northwestern Mutual. We needed a partner who would help drive our mission forward, and Lyra has been with us every step of the way. 

Personally, one of the things that I love most about Lyra’s benefit is the flexibility to find the care you need across different platforms. If you’re having a tough day at work and just need a moment to recenter yourself, you can open the Lyra app and do that. Or, if you like to work with a therapist in person, you have the flexibility to do that too. The flexibility for employees to find the type of care that works for them has been invaluable.

If another benefits leader asks you how or why they should make the case for a mental health benefit, what would you tell them?
Offering mental health care is essential for a comprehensive benefits package, especially if you aim to attract and retain top talent. In today’s competitive job market, employees expect their employers to support their overall well-being, and mental health is a crucial part of that. By providing quality mental health benefits, you demonstrate a genuine commitment to your employees’ health and to fostering a supportive and productive work environment.

If you’re unsure how to approach neurodiversity in the workplace, you’re not alone. According to Lyra Health’s 2025 Workforce Mental Health Trends Forecast, most benefits leaders recognize the importance of supporting neurodiversity at work but don’t know where to start. By making small changes, you can create an environment where everyone is set up for success.

What is neurodiversity?

Neurodiversity describes how brains naturally work in unique ways. “Neurotypical” refers to people whose thinking patterns are more common. “Neurodivergent” describes brains that work differently, sometimes linked to conditions like attention-deficit/hyperactivity disorder (ADHD), dyslexia, and autism spectrum disorder (ASD). The term “neurodiversity” celebrates and appreciates the many different ways people think, learn, and experience the world.

What is neurodiversity in the workplace? 

People with neurodivergent traits often shine in areas like problem-solving, spotting patterns, thinking outside the box, and uncovering innovative solutions. They might also deal with things like sensory sensitivities, emotional overwhelm, reading social cues, or challenges with tasks like planning and staying organized. Without the right support, employees with neurodivergent conditions can be less effective and face extra stress, anxiety, or depression due to misunderstandings, workplace bias, or rigid workplace structures.

Supporting neurodiversity in the workplace

As more people speak up about their needs, it’s clear that companies can’t afford to overlook neurodiversity at work. Supporting it isn’t just the right thing to do—it’s key to attracting and keeping talent and fostering a culture of innovation and long-term success.

Neurodivergence looks different for everyone, so there’s no one-size-fits-all approach, but here are some general, yet effective strategies to support neurodiversity in the workplace:

#1 Provide structure and consistency

Take the guesswork out of the workplace by setting clear expectations around performance, communication, and daily routines. Keep workflows and structure consistent, provide step-by-step instructions, and use project management tools to help everyone stay on track.   

#2 Make work “work” for everyone 

A few small adjustments can greatly improve comfort and productivity. Consider flexible work like remote or hybrid options, and offer accommodations such as quiet areas, noise-canceling headphones, adjustable lighting, movement breaks, and alternative seating to support efficient neurodiversity in the workplace.

#3 Customize communication 

Talking openly about learning and communication preferences helps build stronger teams. Providing instructions in multiple formats—whether written, verbal, or recorded—ensures clarity for everyone. Be patient when communicating. Ask employees if they understand your directions and goals, and be open to explaining ideas and instructions in different ways. Likewise, offering meeting options, such as sharing agendas in advance, allowing written input, or giving employees the option to keep cameras off during virtual calls, fosters a more supportive and efficient environment. And just as patience is key when managing neurodiverse employees, managers should also give themselves grace as they learn and adapt to different communication styles.

#4 Build confidence with coaching and mentoring

Mentorship, coaching, and employee resource groups (ERGs) give employees a place to ask questions, build confidence, and grow their careers. Whether it’s navigating workplace challenges or learning how to advocate for themselves, these resources help employees make the most of their strengths. 

#5 Make “inclusion” more than a buzzword

Create a more successful workplace by fostering a welcoming culture that includes training on neurodiversity in the workplace and bias awareness. It’s also important to use language that celebrates different experiences and weave neurodiversity into DEI programs, leadership initiatives, and ERGs. Beyond training, inclusive practices should extend to performance reviews by focusing on each person’s unique strengths and work style.

#6 Make your mental health benefit work for everyone

Employees with neurodivergent conditions may face added stress or anxiety at work. To ensure they have access to the right support, offer benefits that include:

Support neurodiversity, strengthen your workplace

Creating a truly inclusive workplace isn’t just about accommodations—it’s about building a culture where every employee feels valued, understood, and supported. That starts with listening, learning, and taking action to help all workers reach their full potential.

People think, learn, and solve problems in many ways, and workplaces are stronger when those differences are supported. HR leaders recognize this: 91% say supporting neurodiversity in the workplace is a growing priority, yet many organizations are still figuring out what meaningful support looks like in practice.

When employees feel pressure to hide how they think or struggle to navigate systems that weren’t designed with them in mind, stress and burnout rise. Neuroinclusive workplaces remove unnecessary barriers so people can contribute their strengths and do their best work.

This neuroinclusive workplace checklist highlights practical steps HR leaders and managers can take to build a more neuroinclusive workplace. Even small changes can help neurodivergent employees feel understood, supported, and able to do their best work, while strengthening collaboration, engagement, and performance across teams.

A checklist for building a neuroinclusive workplace

Hire inclusively

Bring neurodiverse talent into your organization.

Create supportive workspaces

Design environments that help employees focus and do their best work.

Communicate and collaborate effectively

Make information easy to process and respond to.

Support growth and development

Give managers and employees the right tools they need to succeed.

Make mental health benefits work for everyone

Ensure benefits reflect the needs of neurodivergent employees and their families.

FAQs

What is neurodiversity in the workplace?
Neurodiversity recognizes that people think, learn, and process information in different ways. It is related to conditions like ADHD, autism, dyslexia, and other cognitive differences.

What challenges might neurodivergent employees face at work?
Employees may experience stress, burnout, or difficulty with sensory environments, organization, communication, or executive functioning when workplace systems aren’t designed to support different needs.

How can benefits support neurodivergent employees?
Providing access to clinicians experienced in treating ADHD, autism, or learning differences, as well as care for all ages and resources for parents and caregivers, helps employees find support that fits their needs.

How can employers measure progress on neuroinclusion?
Organizations can track engagement, retention, absenteeism, and employee feedback to understand whether support strategies are making a difference.

Living with a long-term physical health condition doesn’t just affect the body. It affects how people sleep, work, eat, move, think, and show up for the moments that matter most in life.

Yet for many people, care still feels fragmented. Support for mental and physical health  is scattered across point solutions, vendors, and disconnected tools, leaving individuals to do the hard work of coordination on their own.

At Lyra, we believe care should meet people where they are, not force them to navigate it alone.

That’s why we built the Health Challenges Toolkit: a personalized set of resources and guided support designed for people living with co-occurring physical health conditions, now available worldwide on the Lyra platform.

Mental health care that reflects real life

The Health Challenges Toolkit helps members find support aligned with what they’re experiencing physically and emotionally each day.

Instead of treating mental health in isolation, the Toolkit brings together guided resources, educational content, and direct pathways to care for conditions where mental supports physical health including:

Members can explore videos and learning tools tailored to their specific challenges, connect directly with a mental health provider when they need deeper support, and access integrated benefits that link them to relevant physical health partners, creating a more connected experience across care.

Grounded in evidence-based approaches, the Toolkit is designed to address the emotional realities that often accompany co-occurring physical health conditions: stress, uncertainty, fear, burnout, and loss of control.

This isn’t one-size-fits-all support. It’s care shaped around real life challenges.

Support that continues between sessions

Members can combine therapy with tailored digital tools that reinforce learning and skill-building over time, including:

By bringing care, tools, and resources together in one place, Lyra helps members turn learnings into lasting change.

What integrated support looks like in practice

For Maya, chronic pain affects her sleep, energy, and ability to stay engaged at work. Through Lyra, she gets care that helps her learn new ways to manage pain and engage in the things that matter to her.

For James, insomnia isn’t just about sleep. It’s anxiety, irritability, and feeling depleted day after day. The Toolkit connects him with care that addresses both mental and physical patterns.

For Raj, weight management is more than a number on the scale. Lyra helps him navigate body image concerns, fear of setbacks, and the emotional pressure that persists long after others assume the journey is over.

Different challenges. One integrated experience.

One platform, one connected experience

For many people, the hardest part of getting care isn’t willingness, it’s navigation.

Only Lyra brings mental health care and employer-sponsored health benefits together in a single, unified platform. Instead of juggling multiple vendors or starting over with each new condition, members can access personalized, coordinated support that evolves with them.

That means less friction, clearer next steps, and care that’s easier to use and stick with.

Better outcomes for people and organizations

The Health Challenges Toolkit reflects Lyra’s commitment to treating mental and physical health as deeply interconnected.

For employees, this means support that feels relevant, compassionate, and sustainable.

For employers, it means a healthier workforce, stronger engagement, and a more effective way to help control escalating medical spend.

And for the broader health care system, it’s a move away from fragmented point solutions toward integrated care that actually works.

The Health Challenges Toolkit is a more thoughtful way to support long-term health because no one should have to manage a health challenge alone.

A more connected approach to mental health starts here

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Uncertainty at work is everywhere right now, and it’s weighing on people more than most leaders realize.

Job insecurity doesn’t need to show up as layoffs to take a toll. It often lives in the background as second-guessing in meetings, more cautious decision-making, and late-night worry about what comes next.

This kind of uncertainty is a form of chronic stress. When people don’t know whether their job, role, or future is secure, their nervous system stays on high alert. Over time, that constant vigilance can erode mental well-being and spill over into physical health, focus, and performance.

Research shows that even the perception of job insecurity is linked to higher levels of anxiety, depression, burnout, and health risks. In a climate shaped by economic volatility, public layoffs, and rapid technological change, these effects are becoming harder—and riskier—for organizations to overlook.

How employers respond makes a big difference. Clear communication, transparency, and access to mental health support can steady employees and preserve trust, while ambiguity or silence can quickly intensify stress and disengagement.

The impact of job insecurity in the workplace 

When job insecurity and stress linger, people focus on survival rather than growth. Over time, that stress compounds, and it can quietly affect many parts of a person’s mental health, including:

When employees are stuck in “Will I be OK?” mode, their energy naturally shifts toward self-protection. The impact doesn’t stop with individuals, it shapes how teams collaborate, how risks are taken, and whether people can imagine a future with the organization.

How employers can reduce the impact of job insecurity

You can’t always remove uncertainty, but you can reduce its harm by sending consistent signals of clarity, care, and fairness, so employees aren’t left guessing about their value or their future.

#1 Be transparent and communicate often

Silence fuels anxiety. You don’t need a perfect message—clear and honest beat vague and polished every time. Employees need regular updates about what’s changing, what’s not, and what it means for them.

Even simple statements like, “As soon as I know and can share something, I will. I’m committed to being as transparent as possible,” can build trust and calm uncertainty.

#2 Handle layoffs and role changes with empathy

How organizations manage change matters for both departing and those who remain after layoffs and restructuring. 

Be explicit about what comes next: what priorities are shifting, what stays the same, and how workloads will be adjusted. If a longer-term plan isn’t finalized yet, offer clear short-term direction and let employees know when they can expect an update. When people don’t see a plan, they often assume there isn’t one.

#3 Build psychological safety

Employees need to feel safe sharing concerns about job insecurity, asking questions, and learning from mistakes, especially during uncertain times.

Managers play a critical role here. They’re often carrying their team’s questions and fears, along with their own. Leaders should equip managers with clear guidance, tools, and backing, so they can support teams without burning out themselves.

#4 Recognize employees

Recognition reinforces a sense of value and belonging—something that often erodes during periods of uncertainty.

A comment like, “You stepped in to untangle the client issue and kept the project moving—your follow-through made a real difference,” can reinforce employees’ sense of purpose and decrease job insecurity. Be specific about what they did, why it mattered, and what you want more of—that’s what sticks.

#5 Offer flexibility and career clarity

Even when change is unavoidable, helping employees feel some control over their future can ease anxiety.

When you can, share future signals—what skills will matter, which roles are evolving, and how employees can grow with the organization. Uncertainty shrinks when people can see a path forward.

#6 Support mental well-being

When job security feels uncertain, mental health support matters more than ever:

In uncertain times, many employees go quiet when they’re struggling. Proactive reminders and regular check-ins can make the difference.

Uncertainty is inevitable—support is a choice

Job insecurity is a powerful source of stress that can impact how people think, feel, and show up at work. When employers recognize job insecurity as a risk factor for mental health strain, not just a temporary morale issue, they reduce harm, help employees feel less alone, and create the conditions for trust, engagement, and resilience.

When organizations think about supporting women at work, the conversation often starts with visible milestones: maternity leave, flexible schedules for new parents, or mentorship programs. But women’s mental health needs extend far beyond those moments.

Across cultures, careers, and life stages, many women navigate life transitions that are deeply impactful but often overlooked, from fertility journeys and pregnancy loss to menopause. Many women also manage an incredibly high mental load of balancing caregiving, relationships, and work.

The data reflects this reality. Women are nearly twice as likely as men to experience depression and anxiety, with risk increasing during key life transitions like postpartum and menopause. Yet many women still hesitate to seek support at work. Globally, two-thirds say they feel uncomfortable discussing mental health at work, and more than half feel they don’t receive adequate support.

At Lyra, we believe supporting women means providing care that evolves as their needs do. That’s why we’re excited to announce our new Women’s Mental Health Toolkit, now available globally to Lyra members.

Care designed for her reality

For many women, access isn’t the only barrier—time and complexity are just as challenging. When someone is already balancing career demands, family responsibilities, and personal health, finding the right support shouldn’t feel like another job.

Our new toolkit was designed to remove that friction. It’s a dedicated space where members can quickly find the right support that is tailored to their needs.

The toolkit includes:

The impact of this integrated approach is already clear. In early rollouts, 35% of members who received integrated fertility benefit recommendations engaged with the feature, proving that when support is easy to find, women are more likely to use it.

A new level of celebration and support

When support is limited to a few select areas, women often feel they have to navigate the rest of their health in silence. To truly invest in the female workforce, we are providing a single home for support that spans from early career to the executive level, including areas that have historically been overlooked. Our toolkit provides support across:

By bringing these experiences into one coordinated platform, women can access support that reflects the complexity of their lives, without navigating disconnected resources.

Moving beyond advocacy to action

Celebrating women means more than recognizing milestones—it means building systems that help them stay, thrive, and lead. The Women’s Mental Health Toolkit represents a step toward more specialized, accessible care designed for real-life needs.

Taking on the role of caregiver is an act of deep love and commitment. And while it can be meaningful and rewarding, it can also come with constant pressure, emotional overwhelm, and exhaustion that feels bone-deep.

If that sounds familiar, you’re not alone. One in every four people is a caregiver—a number that has grown 50% in the last decade. As caregiving responsibilities increase, so does stress. In Lyra Health’s State of Workforce Mental Health Report, nearly one-third of workers who reported rising stress attributed it to balancing job demands with caregiving responsibilities.

If you’re experiencing caregiving fatigue, it’s important to remember that caring for your own needs isn’t selfish—it’s essential. We’ll walk you through what caregiver fatigue looks like, how to recognize it, and practical ways to protect your well-being while continuing to support others.

What is caregiver fatigue?

Caregiver fatigue refers to the physical, mental, and emotional exhaustion that can develop when caregiving demands become overwhelming or long-lasting. Left unaddressed, it may lead to caregiver burnout—when stress becomes chronic and leaves caregivers feeling detached and less effective in their role. 

Jenson Reiser, a licensed clinical psychologist and Clinical Quality Supervisor at Lyra Health, describes caregiver fatigue as a “persistent state of exhaustion and reduced energy—not a temporary episode of tiredness—that occurs when a caregiver has taken on too much.”

Some caregivers also experience compassion fatigue, also known as secondary traumatic stress, which can arise from witnessing ongoing suffering in the person you’re caring for. Unlike general caregiver fatigue, which typically builds over time, compassion fatigue may appear relatively suddenly especially after exposure to a single specific or series of specific distressing events or traumas and may include emotional numbness, loss of empathy, and decreased motivation.

Signs you may be experiencing caregiver fatigue

Recognizing the signs of caregiver fatigue can help you seek support before exhaustion deepens. 

Mental and emotional signs

These symptoms can overlap with other mental health conditions. Caregivers are also at higher risk for challenges like depression, which makes it especially important to speak with a mental health professional who can help clarify what support would be most helpful. 

Physical signs

Caregiver fatigue can also affect physical health. Studies have shown that caregivers may face higher risk for certain health conditions, including obesity, asthma, chronic obstructive pulmonary disease, and arthritis.

Reiser notes that caregivers may also unintentionally neglect their own physical health to focus on those they care for. They may:

Over time, these patterns can compound caregiver fatigue.

How to manage caregiver fatigue

If you’re feeling overwhelmed, small shifts can make a big difference:

1. Practice self-compassion

“The struggle is real, very truly real,” says Reiser. “If you find it hard to offer yourself validation for the difficulty of this work, consider connecting with other caregivers through a support group or even an informal group chat. Notice how easily you offer compassion to others and allow yourself to receive the same kind of support in return.”

2. Ask for help

Asking for help isn’t always the easiest thing to do. “Notice and gently challenge any thoughts that tell you that asking for help is a weakness or a caregiving failure,” Reiser says. 

Asking loved ones for a few hours or days of care can help you prioritize your own health. If others can’t step into direct caregiving roles, consider delegating related tasks like grocery runs, childcare pick-up, laundry, or errands. When someone offers help, try suggesting a specific task, date, and time.

3. Seek emotional support

Sometimes what helps most is simply being heard.

“Don’t underestimate the power of having a trusted person listen to you and say, ‘That sounds so incredibly hard,’” says Reiser. “If you’re not looking for advice or problem-solving, say so up front.” Identify people who can listen without trying to fix everything.

Talking to someone can help

Coaching and therapy can provide a supportive space to process the emotional toll of caregiving, while building skills for stress management, boundary setting, and self-compassion.

Lyra’s providers are trained to address caregiver fatigue, offering personalized tools to help you feel better, regain balance, and prioritize your own well-being. Members can also access guided meditations, breathing exercises, and other resources for daily support.

Caregiver fatigue FAQs

How is caregiver fatigue different from burnout?

Burnout often has three distinct components: exhaustion, feeling detached from the person you’re caring for, and feeling less effective as a caregiver. It’s more than temporary stress or feeling tired—it can feel like a shift in your identity.

How can I tell if the stress I’m feeling is normal?

Caregiving is inherently demanding. But escalating mental or physical symptoms, especially persistent fatigue or emotional withdrawal, could signal the need for additional support. 

Another key marker? If any of these signs or symptoms start spilling over into other areas of your life like work, school, or other relationships.

How can I set boundaries while still being a good caregiver?

Start by gently challenging beliefs that you must do everything alone. Others may be able to provide “good enough” care, even temporarily, allowing you to recharge.

Think of yourself like a phone battery. You can’t function indefinitely without recharging. Supporting your own needs helps you sustain caregiving over time.

And remember, it’s ok to set boundaries. You deserve respect and dignity, even while caring for someone else.

Hustle culture once signaled ambition. Long hours meant dedication. Taking on more meant creating value. And being available at all hours was seen as the price of success. 

But for Gen Z in the workplace, that equation is starting to break down—not because they don’t want to work hard, but because they’re asking a different question: What does high performance look like when pressure is constant and recovery is rare?

As workplace stress rises, some traditional expectations are starting to feel less like a path to growth and more like a fast track to burnout. As a result, more younger employees are disengaging, changing jobs, or questioning whether their employer’s definition of success is one they can sustain. 

Employers don’t need to lower standards to respond to this shift. But they may need to clarify priorities, reduce unnecessary friction, and design work for endurance, so effort actually translates into outcomes.

Burnout is a performance risk

“Burnout” gets tossed around to describe a busy week. But clinically and operationally, it’s more specific: burnout tends to emerge when stress becomes chronic—when people feel depleted, begin to view work more negatively, and lose confidence in their ability to do their job well.

Burnout often shows up in three ways:

Burnout is usually a signal that the environment, such as workload, clarity, support, or pace, has become unsustainable. And hustle culture often reinforces exactly the conditions that create it: constant urgency, unclear priorities, and implied expectations that expand over time.

Why the Gen Z workforce sees hustle culture differently

Gen Z already makes up a significant share of the workforce—nearly a third globally—and many started their careers amid pandemic disruption, economic volatility, and highly visible layoffs. For them, work has rarely felt stable.

That context shapes how they interpret hustle culture. When long-tenured employees can be laid off despite years of dedication, the idea that “work harder = job security” feels less reliable. Hustling can start to feel like a risk without a clear return.

The Gen Z workforce is also more open than other generations about mental health, and 68% report high work-related stress. Many are willing to work hard, but they’re less willing to normalize constant strain as the default and are willing to leave roles that compromise their well-being. What they’re questioning isn’t effort. It’s whether always-on pressure is necessary—or productive—over time.

What Gen Z in the workplace actually values

For employers, managing Gen Z in the workplace begins with understanding what helps younger employees stay engaged and perform under pressure, and what quietly drains capacity.

1) Purpose that connects effort to outcomes

Compensation matters, especially in an uncertain economy. But many in the Gen Z workforce also want clarity on:

When purpose is vague, it’s easier for work to feel like endless output rather than meaningful progress.

2) Credibility and follow-through

Gen Z pays close attention to whether organizations follow through on stated commitments, including DEI and social responsibility. Engagement erodes quickly when there’s a gap between what companies say and what employees experience.

3) Inclusion that accounts for different needs and working styles

For many younger employees, inclusion includes neurodiversity, anxiety, and different ways of processing information, not just identity. In fast-moving, unclear environments, some employees fall behind not because they lack capability, but because the pace leaves little room for:

4) Psychological safety and clarity

Many Gen Z employees expect to be able to:

Without psychological safety, employees don’t always speak up. They often withdraw, disengage, or start looking elsewhere.

5) Flexibility as a performance tool

Flexibility isn’t always about doing less. It’s often about doing better work:

In a world where technology makes everyone reachable, the distinction between being able to respond and being expected to respond matters more than ever.

6) Mental health support that’s visible and usable

Gen Z reports high stress and is more likely to seek support. Generic wellness messaging or hard-to-navigate benefits don’t meet the moment. They expect support that is:

These expectations reflect a recalibration around sustainability—something every generation benefits from.

7) Manager support as a powerful burnout buffer

Across research and in practice, manager support consistently shows up as one of the strongest protective factors against burnout. Support looks like:

Recovery isn’t optional, it’s how performance is sustained

Protected time and clear boundaries aren’t perks; they’re what allow employees to sustain energy and focus over time. Without recovery, even high performers eventually hit limits.

Gen Z isn’t rejecting effort. They’re challenging the idea that constant pressure is the only path to success. When work is designed for endurance, with clear expectations, manageable workloads, and meaningful mental health support, performance becomes more sustainable.

The organizations that adapt won’t just engage younger employees. They’ll build workplaces where people can perform—and stay—for the long term.

There’s no one “right” way to embody womanhood. Women are an incredibly diverse and expansive group of people, with their own unique needs, perspectives, and preferences.

While we often celebrate women for qualities like strength, compassion, or beauty, we must also make time to honor their full humanity—one that champions struggle and strength. Compassion and a commanding presence. Women are broader and more complex than a single adjective, definition, or stereotype. The complexity is worth honoring.

Whether you identify as a woman or an ally, you can champion and honor others by finding ways to support women’s mental health and well-being.

4 ways anyone can support women’s mental health

Empowering the women in our lives goes beyond office walls—it’s a movement that resonates in our personal connections, too. From workplace initiatives to advocating for individuals in our communities and family, here are some ways that you can show up to support women’s mental health:

#1 Broaden your definition of womanhood

#2 Ask and listen

#3 Amplify the work and voices of diverse women

#4 Notice discrimination and speak up

4 ways women can support their mental health

#1 Be who you are wherever you are

For some, work and social circles can come with an unspoken pressure to fit in. In turn, you may feel like you need to tone down your sensitivity, emotions, or unique perspective. But honoring your identity means choosing how you want to show up in your life. Sometimes, that can look like separating yourself from the belief that you must blend in to put others at ease. Other times, it can mean accepting that you are the author of your own story.

#2 Practice self-compassion

Ever talk to a friend who could use some words of comfort? What did that sound like? Try offering yourself the same compassion that you would give to a loved one in need of encouragement.

Despite how stressful some experiences may be, women are often met with messages to “stay strong” and “push through.” In reality, it’s OK and healthy to need space to process the burdens or obstacles you face and the feelings you have about your experiences—good and bad.

#3 Reconsider self-care

There’s no “right” way to practice self-care. Everyone’s approach is different, which means it can be hard to know where to start. To begin, try asking yourself the following questions:

#4 Set boundaries and protect your space

Intentionally surrounding yourself with safe, supportive people can work wonders for your mental health. Instead of spending time with people who you feel are emotionally draining, try hosting meals or coffee chats with people who support your definition of womanhood, empowerment, and community.

Connect with a mental health expert who’s right for you

Your health matters, but it’s not always easy to ask for help, set boundaries, or speak up. This is where a Lyra mental health provider can help.

Therapy isn’t only for those experiencing a mental health crisis or having a “breakdown.” Anyone can benefit from prioritizing their emotional wellness. Professional support can also be helpful when you’re struggling to make changes that you know will improve your well-being.