In our ever-evolving glorious world of hospitality, the generation gap between Gen Z and older age groups is more evident than ever. As technological and social advancements reshape the way we live, work, and communicate, bridging this gap becomes crucial for everyone.

Who exactly is GEN Z? 

Everyone who was born between 1997 – 2012 (currently aged between 12- 27) fall into the ‘Gen Z’ generation.

Summerleigh Watson, former frontline of hospitality operations at Manchester’s multiple awarding venue Albert’s Schloss and now Training Coach at Sixty Eight People has vast amounts of experience working with Gen Z. Summerleigh talks about how she feels we can ‘bridge the gap’.

According to Summerleigh, flexibility and valuing work-life balance more than perhaps previous generations is a real driving factor for Gen Z. Summerleigh believes it’s not only flexibility on hours which is important but also roles (i.e. cross training) being given the opportunity to develop a diverse skill set.

Other factors include meaningful work; a company that aligns with their values, that reflects the world we live in. Gen Z will thrive when they can see the positive impact of their work. Companies/leaders that are environmentally conscious, inclusive and progressive are also key values that younger generations will seek when looking for a new role.

Summerleigh explains validation and gratification are also important factors for this age group:

‘Gen Z value open validation and praise for their work. This generation don’t expect to be praised when it’s not due, but they do expect to be acknowledged for their work and efforts (which is very different to previous generations where praise was scarce, tricking us into thinking the less we praise the better).  Gen Z want that transparency from their leaders.’

No gap between people or generations is ever resolved by turning away from the other person/people. To bridge this gap, we need to lean in to open communication, lean into curiosity about the other generation, lean into learning about how life looks for them and remembering that this isn’t the first and won’t be the last time that two generations feel distanced.

What are the challenges?

Technological Fluency

Gen Z, born into the digital era, effortlessly navigates the ever-expanding landscape of technology. Understanding their proficiency and integrating it into cross-generational communication is key.

Diverse Perspectives:

Gen Z is characterised by a heightened awareness of social issues and a commitment to inclusivity. Embrace the opportunity to learn from each other’s experiences, fostering a more inclusive environment for all generations.

Fluidity in Identity:

Traditional notions of identity are evolving, although not exclusive to Gen Z, this generation are challenging societal norms around gender, race, and sexuality. By acknowledging and respecting the fluidity in identity helps create a more inclusive space where everyone feels heard and understood.

Work-Life Integration:

Gen Z often seeks a balance between work and personal life, valuing experiences and flexibility. Emphasising the importance of work-life balance benefits not only Gen Z but contributes to the overall well-being of the workforce.

Ways to help bridge the generation gap:

Embrace Diversity:

Celebrate the diversity of thoughts, backgrounds, and values across generations within the workplace. Encourage an inclusive environment where everyone feels respected and heard for their own unique contributions. Appreciate that each generation brings unique strengths and perspectives to the table.

Mentorship Programs:

Establish mentorship programs that allow an exchange of knowledge and skills between older and younger generations. Pairing Gen Z individuals with experienced mentors can create a valuable learning experience on both sides.

Learning from Each Other:

Promote a culture of continuous learning. Encourage older generations to learn from Gen Z about emerging trends, technologies and cultural shifts, while Gen Z can benefit from the experience and knowledge of older age groups.

Shared Activities:

Events and activities which appeal to a wide range of people and age groups (i.e. workshops, team building exercises or work within the community) can help create collaboration and shared experiences.

Workplace policies:

Implement policies that consider the needs and preferences of different generations. This could include flexible work arrangements, diverse leadership structures and inclusive policies.

Building a bridge between generations requires a proactive and open-minded approach. By embracing diversity, recognising the value each generation brings, it creates a unique workforce which in turn sparks innovation as well as happy, confident teams of people.

What’s not to love?