The languishing generation

Addressing the crisis of purpose among young workers in Australia

In recent years, the term “Languishing” has gained prominence, particularly in the context of the COVID-19 pandemic, to describe a widespread emotional state marked by stagnation and a lack of fulfilment. Unlike depression, which is characterised by profound sadness and hopelessness, Languishing is subtler—a sense of emptiness and aimlessness that can erode one’s motivation and joy over time. For young Australians entering or navigating the workforce, this phenomenon is increasingly prevalent and could have significant implications for the nation’s future.

In our recently published research study on the impact of languishing on Australia, we discovered that 41% of people in the age group 25-34 years are Languishing.

This may be a reason why Gen Z is seen as such a challenge for employers.  They are typified by many of the symptoms of Languishing : a lack of purpose, feeling like they cannot grow and succeed,  a general lack of direction and more concerning ,they don’t feel like they are part of a community or that society is a good place.

‘It’s the hardest its ever been for 30 year old in Australia right now and this generation is going to be less well off than their parents. That’s a fact.’ Russell Howcroft Gruen

Languishing among young workers is often driven by a combination of factors: lack of affordable housing, doubling of HEX debt and paying double the amount of tax at 30 than the previous generation means significantly fewer opportunities for advancement or growth.

Other reasons this age range is languishing may include:

1. Economic Instability: The Australian job market has faced significant fluctuations, exacerbated by global economic challenges and the pandemic. Young workers often find themselves in precarious employment situations, with short-term contracts, gig economy roles, and limited job security. This instability can lead to anxiety and hinder long-term career planning.2. Digital Overload: In an era dominated by digital connectivity and social media, young workers are constantly bombarded with information and the pressure to maintain a curated online persona. Work emails and communications are accessed on smartphones, meaning work creeps into personal life. Social media platforms often portray unrealistic benchmarks of success and happiness, contributing to feelings of inadequacy and dissatisfaction.3. Monotonous Work Environments and perceived lack of opportunities: Many young employees find themselves in roles that lack engagement or opportunities for growth. Traditional corporate structures may not provide the mentorship or career development pathways that foster a sense of purpose and achievement.

   4. Pandemic-Related Disruptions: The pandemic reshaped work environments, with remote work becoming a norm. While offering flexibility, remote work can blur boundaries between personal and professional life, leading to burnout and a sense of disconnection from colleagues and company culture.

The presence of a Languishing generation in Australia’s workforce poses significant challenges, including:

Decreased productivity: Workers who lack motivation and engagement are less likely to perform at their best. This decreased productivity can impact organisational efficiency and hinder economic growth at a national level.

Mental health strain: Languishing can contribute to mental health issues such as anxiety and depression, placing additional strain on Australia’s mental health services. The demand for mental health support is likely to increase, necessitating enhanced resources and intervention strategies.

Innovation stagnation: A workforce that feels disconnected and uninspired is less likely to be creative or curious and this can lead to less problem-solving and collaboration.

It’s clear Languishing in young people poses issues that need to be addressed – but what can you about it? Supporting young workers who are Languishing involves a multifaceted approach that addresses both individual needs and systemic factors.

How to stop languishing at work

Foster a supportive workplace environment:

• Open Communication: Encourage an open dialogue about mental health. Create a culture where employees feel comfortable discussing their struggles without fear of stigma or repercussions.
• Access to resources: Provide access to mental health resources, such as Employee Assistance Programs (EAPs), counselling services, and mental health days.
• Hold regular one-on-one meetings to check in on employees and provide time and space for self-reflection and feedback
• Encourage time off: Ensure that employees are taking their allotted vacation days and that they feel supported in doing so without guilt.
• Flexible work arrangements: Offer flexibility in work hours and remote work options to help employees manage personal and professional responsibilities more effectively.
• Set boundaries: Help employees establish boundaries between work and personal life, particularly in remote work settings where lines can blur.

Create community and connection

• Team building activities: Organise regular team-building activities and social events to foster a sense of community and belonging.
• Peer support networks: Establish peer support groups where employees can share experiences and coping strategies.
• Wellness programs together: Implement wellness programs that include physical, mental, and emotional health initiatives, such as yoga classes, mindfulness workshops, and stress management seminars.

Addres systemic issues

• Advocate for change: Engage in advocacy for systemic changes that address broader issues affecting young workers, such as affordable housing, job security, and climate action.
• Inclusion and diversity: Ensure that workplace policies promote diversity, equity, and inclusion, making the environment welcoming and supportive for all employees.

For more information and resources on how to support young workers Languishing, see the Be Well plan, designed and backed by our research to solve Languishing.