Gen Z in the Workplace: The Kids are Alright (Mostly)

Someone sent me a sticker the other day over text, and I somehow saved it to my phone. I didn’t want this sticker popping up in my emoji menu every time I scrolled through (I’m partial to the smushy face one), but no matter what I tried, I couldn’t get rid of it. So, I texted a friend who’s about 20 years younger than me:

"Please help your Gen X friend get rid of these stickers."

She immediately sent me a screen recording of her phone and replied:

"Zero offense to you at all, but I do this for my mom sometimes haha."

None taken. The stickers are gone. Mission accomplished.

I cherish my intergenerational friendships! They keep me on my toes, and sometimes, they save me from digital despair. But in the workplace? These differences don’t always play out so nicely.

My inbox isn’t filled with lighthearted stories like mine. Instead, it’s full of frustrated managers venting about Gen Z workers:

“They don’t take extra shifts or pick up responsibilities.”
“They don’t take feedback well, but always want to give their opinion.”
“Work-life balance is important, but in this industry? How realistic is that?”

Hospitality has never been known for balance. Our industry runs on hustle, long shifts, and the unspoken rule that you'll stay late when needed. And yet, this is exactly what Gen Z is challenging.

So, what do we do about it?

Generational Workplace Clashes? Nothing New.

For the first time in history, four generations—Baby Boomers, Generation X, Millennials, and the first wave of Gen Z—are working side by side. What we tend to forget is that every generation gets labeled as “problematic” by the one before it. Baby Boomers said Gen X was too cynical. Gen X called Millennials entitled. Now, Millennials are side-eyeing Gen Z’s work ethic.

This is nothing new—each generation is shaped by different world events, technology, and cultural shifts. Workplace expectations SHOULD evolve. It’s up to us whether we whine about it or choose to understand the source of these shifts and work with this new cohort to make things better for all of us.

Change is the only constant, so how do we embrace it inclusively?

Why Gen Z’s Workplace Expectations are Different

So, let’s talk specifically about Gen Z in the workplace. (With a BIG CAVEAT that though data-backed, these are generalizations about a large group of people, so let’s keep in mind that they are not a monolith.)

Less early job experience. 
In 1979, 60% of teens had jobs. By 2024, that number was expected to drop to 25%. This means that many of your Gen-Z team members often don’t have experience developing basic workplace skills: managing responsibilities, taking feedback, or working in fast-paced environments.

Digital-first communication (in a face-to-face industry). 
Gen Z grew up in a world where nearly everything—learning, socializing, and problem-solving—happened online. They’re used to texting, voice memos, and TikTok tutorials, not the fast, in-person teamwork of a restaurant on a Saturday night. They’re great at finding solutions online but might hesitate to tap a coworker on the shoulder during a slammed service. 

Overprotective parenting. 
And then, there’s some of us…their parents. Many Gen Z employees grew up with helicopter parenting intended to shield them from hardship. Instead, it left them unprepared for the realities of adult life. They may see constructive criticism as a personal attack rather than an opportunity for growth. Not because they don’t want to improve, but because they haven’t always been given the tools to process failure as part of the learning process. 

A strong focus on diversity and inclusion. 
Gen Z is considered the most racially and ethnically diverse generation in U.S. history. Nearly half of Gen Z identifies as part of a racial or ethnic minority, and they expect workplaces to reflect that diversity.

The Leadership Shift: How to Adapt & Engage Gen Z in Hospitality

Every generation faces its own set of stereotypes. I’m Gen X, for example, and my generation has been called apathetic, disengaged, and world-weary, but I wouldn’t describe myself as any of those things. So, what can managers do to meet Gen Z halfway without sacrificing the needs of the business? 

Mentorship over micromanagement.
They may lack workplace experience, but they’re eager to learn. Invest in hands-on training, mentorship, and growth opportunities because one thing’s clear: Gen Z doesn’t just want a job, they want a path forward.

Feedback, not failure.
They crave development, but harsh, old-school critiques shut them down. Instead of “tough love,” frame feedback as coaching. Reinforce growth, not just mistakes. It’s not about coddling, but giving them a reason to stick around and improve.

Balance digital fluency with real-world skills.
They’re tech-savvy but need more experience in face-to-face collaboration. If they struggle with teamwork, create structured moments for in-person engagement like pre-shift meetings, team check-ins, and leadership shadowing.

Respect their voices.
Gen Z isn’t challenging authority, they’re asking to be part of the conversation. If they’re questioning decisions, don't dismiss them, explain why. Their curiosity isn’t defiance, it’s engagement.

Inclusion isn’t optional.
91% of Gen Z believe everyone should be treated equally. They expect diversity and inclusion to be woven into the workplace culture, not just an HR talking point. 

A positive work culture matters more than you think.
42% of Gen Z employees say they value positivity in a boss more than any other trait. A toxic, high-stress environment won’t keep them no matter how good the paycheck.

Maybe Gen Z Isn’t the Problem - Maybe It’s Time for a New Approach

We know hospitality was never built for work-life balance. And we’re all feeling the strain, not just Gen Z.

Maybe instead of resisting change, we should ask: How can we reshape this industry into something sustainable for all of us?

So the next time a Gen Z employee hesitates to pick up an extra shift, ask yourself, are they being lazy, or are they setting the boundaries we all wish we had? 

Now the real question is: Are we ready to adapt?

Go find a friend or coworker from a different generation and ask them for their help, their opinion, or their perspective. And then reach out and tell me about it, let’s fill my inbox with new versions of these intergenerational stories!