Youth in distress: Singapore’s mental health challenge

Youth mental health is a growing concern in Singapore, with recent findings from the Institute of Mental Health (IMH) revealing that nearly one-third of young people between the ages of 15 and 35 are grappling with severe symptoms of anxiety, depression, or stress. With anxiety being the most common mental health issue among youths, many organisations are now reassessing their strategies to support young employees better.

This alarming data underscores the need for organisations to take action. As younger employees join the workforce, HR leaders are uniquely positioned to address these challenges by fostering environments that prioritise mental wellbeing, resilience, and personal growth. The integration of mental health initiatives in the workplace not only enhances employee wellbeing but also boosts engagement and productivity.

At Ikano, the operator of IKEA in Singapore, Gloria Ngooi, HR Director, has long recognised the importance of creating a supportive and inclusive workplace for all employees, particularly the younger generation. “We believe a supportive and inclusive workplace is essential for our co-workers’ wellbeing and success. That’s why we’ve implemented various programmes and initiatives to promote mental health and create a positive work environment,” she told HRM Asia.

Ikano’s approach includes initiatives such as the “Are You OK!” programme, which provides employees with a safe space to discuss their mental health without fear of judgment. Ngooi emphasised the importance of open communication between employees and managers, saying, “We encourage regular one-on-one meetings to foster open communication and provide a platform for support and guidance.” In addition, Ikano offers personal counselling services to employees who may need professional help.

She continued, “Creating a sense of community and balance is equally important. We actively promote participation in recreational club activities, providing employees opportunities to connect with colleagues, relax, and have fun. Additionally, our ‘Leadership in a New Era’ learning programme equips our co-workers with the skills to adapt, build new competencies, and find new ways to meet our customers in the ever-changing retail landscape.”

Ngooi believes that investing in employees’ mental health is not just about doing the right thing but also represents good business. “When employees feel supported and valued, they are more likely to be engaged, productive, and loyal to the organisation,” she noted. Ikano also plans to roll out a new wellness app, providing employees quick access to mental health resources, programmes, and tools.

Another organisation taking action is The Salvation Army (TSA), which focuses on the mental health of its care staff, youth workers, and social workers. Peter Leow, Territorial Director of HR for TSA, highlighted the importance of providing resilience-building programmes and support to employees on the front lines working with at-risk youth.

“In conjunction with World Mental Health Day, we organise workshops and training sessions to raise awareness, share knowledge on mental health, and teach employees how to manage stress, anxiety, and depression,” said Leow. TSA’s initiatives include a personal development programme inspired by renowned author John C. Maxwell, designed to empower individuals with the tools they need to build resilience and support one another. “By implementing these strategies, TSA strives to create a nurturing, resilient, and supportive work environment for the employees, including the younger generation,” he added.

Investing in employee wellbeing

A key component of building a supportive work environment for youth employees is fostering their psychological capital (PsyCap), a developmental state characterised by Hope, Efficacy, Resilience, and Optimism (H.E.R.O.). According to Jana Dawson, Deputy CEO, Academic & Examination Board, and Faculty at The School of Positive Psychology, “To effectively build PsyCap, organisations must recognise that these four components are interconnected, forming a powerful impact.”

Dawson emphasised the value of helping employees develop these qualities through targeted training and resilience-building exercises. “Developing PsyCap can increase job satisfaction, commitment, and wellbeing while facilitating positive organisational change and strengthening relationships,” she said. “It also boosts overall performance and reduces employee absenteeism, stress, cynicism, intention to quit, and fear of change.”

Moreover, by fostering optimism and a growth mindset in younger employees, organisations can help mitigate some of the more common stressors revealed in the IMH study, such as cyberbullying, body shape concerns, and excessive social media use.

Dawson added, “Building PsyCap empowers employees to seek help without stigma while fostering a positive workplace culture. By prioritising Hope, Efficacy, Resilience, and Optimism, leaders model behaviours that create an open and supportive environment. This approach strengthens individual wellbeing and equips youth employees to face challenges confidently, ultimately helping organisations thrive in a dynamic work environment.”

READ MORE: Why mental health should no longer be an afterthought for organisations

The IMH study also revealed that many young employees experiencing severe symptoms of mental health issues, such as depression and anxiety, are reluctant to seek professional help. This highlights the critical role that HR leaders can play in destigmatising mental health support. Ngooi, Leow and Dawson agree that providing accessible resources, ensuring confidentiality, and creating an open dialogue about mental health are critical steps to helping employees seek the help they need.

By investing in programmes that promote mental health, HR leaders can address their workforce’s immediate needs and contribute to long-term organisational success. As Ngooi from Ikano succinctly said, “By prioritising mental health and wellbeing, we believe we can create a more positive, productive, and fulfilling workplace for everyone.”

As more young employees enter the workforce, organisations must recognise the importance of supporting their mental health and resilience. The combination of structured mental health initiatives, open communication, and resilience-building strategies will create a healthier work environment and ensure that younger employees feel supported as they navigate the complexities of their personal and professional lives.