HR Director calls for a line “between manager and therapist”

“There is no mental health support day that can fix anyone's mental health. HR should focus on their organisational design first.”

That’s the mindset of Oksanna Elchyan, SHRM-SCP , HR director at Coffee House Company , where she works to build a culture where people feel safe and seen. She’s witnessed firsthand what happens when that safety disappears and how it ripples across entire teams.

Here, she explains how managers can accidentally step into therapist territory and what HR teams need to stay healthy themselves.

Are Gen Z truly the most stressed generation at work, or are they simply the first ones raised with the language, permission, and cultural safety to say it out loud?

A global study of 12,000 workers revealed that 91% of 18–24-year-olds report feeling stressed, compared with 84% overall. And almost 100% say they’re experiencing symptoms of burnout.

Sure, there are obvious culprits: the cost-of-living squeeze, the aftershocks of a pandemic that forced them to start their careers through screens, and the constant drumbeat of layoffs across Europe.

But what if the numbers aren’t just about pressure, but expression?

Gen Z entered the workplace at peak “boundaries,” peak “protect your peace,” peak “hustle culture is toxic.” Employers told them: “Bring your whole self to work.” They learned early that mental health matters and talking about it is a strength.

Boomers and Gen X walked into a very different world. The dominant mindset? “Get on with it.” “Keep your head down.” Hard work pays off - but sometimes it might cost you your mental health. Mention “protecting your peace,” and you’d be laughed straight out of the office.

So, when we look at today’s burnout stats, should we read them through a generational lens?

Because maybe older generations aren’t less stressed, they’re just less likely to raise their hand.

I’m not reinventing the wheel when I say work shouldn’t harm your mental health.

But, as a manager, telling your people that won’t change anything.

You need to take steps to ensure that it doesn’t, and the first one is probably easier than you think: Checking in.

Because you can’t know what to change if you don’t know that something has to.

Below are 3 questions that help you actually figure out how to help someone.

1. “What’s feeling heavier than it should right now?”

🏋🏻♂️ This invites honesty without forcing someone to label it as “stress” or “burnout.” You’re asking about load, not weakness.

2. “What do you need more of — and less of — to do your best work?”

⚖️ It’s practical, and it shows you’re ready to adjust the system, not just the person.

3. “When do you feel most like yourself at work lately?”

💪🏻 This helps you spot patterns that support wellbeing so you can replicate them.

A big part of the reason Santiago Ferrada Ph.D. loves sports is what they do for your emotional wellbeing.

It taught him “perseverance, discipline, and visualization,” skills which have helped him motivate his team at Wellhub , where he works as VP & Head of Spain.

Watch his full Factorial Play interview HERE 🔗

“When we talk about people's frustrations, they often come from there. Not from anything external, not from other people… it comes from not being able to give your best, often out of fear or for not leaving that comfort zone.”

“Sport is the driving force behind well-being. When people exercise and take care of themselves, they can give their best.”

That's where I'm focusing my efforts. To be that leader who encourages people to give their best far beyond a result or a promotion or anything that is material. We're talking about finding a purpose, after all.

Words by Emma Baigey , Lead Copywriter Factorial

Illustration by Ainhoa Valero Blanquer , Graphic Designer Factorial

Motion graphics by Enrique R. Dávila , Brand Design Lead Factorial