You might be here because you’ve been thinking, “How in the world do I deal with my younger staff?” also known as Gen Zers.
If so, you’re not alone. From the back of house to the bar top, many business owners are learning that this new generation of workers brings a very different energy and a whole new set of expectations to the workplace.
At Local Bartending School, we’ve compiled data, stories, and first-hand experiences from industry pros and academic sources (including the Stanford Report) to help you understand and manage Gen Z staff more effectively.
Who Are Gen Zers?
Gen Z refers to people born between 1997 and 2012. That means they are roughly ages 13 to 28 as of 2025. They grew up in a digital world, lived through a global pandemic during their formative years, and have been shaped by social change, environmental concerns, and rapid advances in technology.
According to the Stanford Report, a typical Gen Zer is “a self-driver who deeply cares about others, strives for a diverse community, is highly collaborative and social, values flexibility, relevance, authenticity, and non-hierarchical leadership.”
In other words, they care deeply about fairness, connection, and purpose, and they’re not afraid to ask for it at work.
For bar and restaurant owners, that means Gen Z employees might not respond well to “because I said so” management. They expect transparency, open communication, and a sense that what they do matters, even in a fast-paced service setting.
What Gen Z Values in the Workplace
Gen Z workers came of age with smartphones in hand and social media shaping their worldview. But that doesn’t mean they’re glued to screens or anti-social. In fact, studies show they still value in-person connection, especially when it feels genuine.
Here’s what they tend to prioritize at work:
- Authentic communication: They want honesty over hierarchy.
- Flexibility: They appreciate when managers understand that life exists outside of work.
- Diversity & inclusion: Representation and belonging matter to them.
- Purpose & well-being: They care about mental health, balance, and self-care.
- Learning opportunities: They want to grow, not just grind. (Here are our top book recommendations for bartenders!)
For context, the oldest Gen Zers were about 23 when COVID-19 began, and many were entering the workforce for the first time in a world of remote training, social distancing, and heavy tech reliance. So if some seem hesitant or lack old-school hustle, remember they were trained during a time when human connection and clear structure were limited.
Common Complaints About Gen Z (and What’s Really Going On)
You’ve probably heard (or said) some of these:
“They’re too sensitive.”
“They get emotional about everything.”
“They don’t want to work hard.”
“They need too much direction.”
Here’s the truth. Some of that frustration comes from a clash of expectations, not laziness or fragility.
Gen Zers are the first generation to be raised with widespread mental health awareness, instant access to information, and platforms that reward authenticity. They’re not afraid to voice discomfort or ask why something is done a certain way. That can sound like complaining, but it’s often curiosity or an effort to make things better.
In bar and restaurant settings, this can look like:
- A host questioning why a shift schedule was changed last-minute.
- A bartender wanting to talk about boundaries after a rude customer encounter.
- A server expressing burnout after working six doubles in a row.
They’re not trying to challenge authority; they’re trying to understand how they fit into the system. Once they feel heard and supported, their loyalty and effort often skyrocket.
Tips for Managing Gen Z in Bars and Restaurants
1. Recognize Their Collaborative Spirit
Gen Z thrives in environments that feel like teamwork, not hierarchy. They want to be part of something larger, even if that’s just a smooth Friday night behind the bar. These are workers who grew up collaborating online, so they naturally think in terms of shared goals and collective effort.
Before the rush, take two minutes to gather your team and set clear, simple goals:
“Let’s aim to get drinks out in under five minutes tonight. We’ll rotate breaks every couple of hours so no one burns out. Let’s keep it light and fun.”
That moment of clarity and inclusion gives everyone a shared mission and a sense of purpose that carries through the night. It’s not about pep talks; it’s about connection, the kind that turns a crew into a team.
2. Communicate Clearly and Directly
Gen Z values transparency, no guessing games, no mixed messages. They grew up in a world of instant feedback and clear digital communication, so ambiguity feels like unnecessary friction. If you expect something, say it clearly and explain why it matters to the flow of the night or the guest experience.
One Reddit manager summed it up perfectly:
“If you want to lead effectively, be explicit in your expectations and make sure there’s a clear path to execution. Don’t assume people magically know what you want.”
Create or update your Standard Operating Procedures (SOPs) for key tasks like closing, cleaning, or handling tabs. That gives structure and helps new staff feel confident and competent from day one.
When you give feedback, be specific and fair:
“Hey, you’ve been great about checking IDs. Just remember to rinse the bar mats before closing. Thanks for keeping things tidy , it really makes a difference.”
Clarity creates calm, and calm creates better service. A team that knows exactly what’s expected rarely drops the ball.
3. Value Self-Care and Well-Being
Gen Z doesn’t separate work from life; they’re searching for balance, not laziness. After watching older generations burn out or “grind” without boundaries, they’re redefining what healthy work looks like. They bring that expectation into hospitality too, even though the pace is intense and unpredictable.
If someone says they’re wiped at the end of a shift, try, “Thanks for powering through tonight. Make sure you do something to take care of yourself, even if it’s just a long shower or some quiet time.”
Acknowledging their well-being doesn’t make you a soft manager; it makes you a respected one. That kind of empathy builds loyalty faster than any staff party or bonus. They just want to feel like their humanity matters as much as their hustle.
4. Give Frequent, Genuine Recognition
According to Gallup, the most effective recognition is honest, authentic, and specific. The best managers make gratitude a habit, not a formality. In a high-turnover industry like hospitality, appreciation can be the difference between someone quitting or staying another season.
In hospitality, you don’t need grand gestures to show appreciation. Try these simple ways:
- Give a shoutout at pre-shift: “Jamie handled that customer issue last night with total professionalism.”
- Send a quick text: “Thanks for jumping on patio tables when we were short-staffed.”
- Let them pick the next staff cocktail or playlist after a great week.
Recognition turns routine into momentum. It tells your team they matter, and that feeling keeps them showing up on time, smiling through chaos, and taking pride in the details that make your place shine.
5. Structure Feedback as “Feedforward”
Old-school criticism doesn’t land well with Gen Z. They were raised in a feedback-rich culture, with constant notifications, grading rubrics, and real-time metrics. But the way feedback is delivered matters. Focus on “feedforward”, guiding them toward what to do next time instead of rehashing what went wrong.
Try this approach:
Instead of: “You messed up that drink order again.”
Say: “Next time, double-check the ticket before pouring. You’re quick on your feet, so that’ll save you from remaking it.”
That shift in tone builds confidence rather than defensiveness. You’re not just correcting; you’re coaching, and that’s the kind of leadership they respect. Over time, that approach trains problem-solvers who take initiative instead of waiting for direction.
6. Foster an Inclusive, Growth-Oriented Culture
Gen Z cares deeply about fairness, safety, and belonging. They want to work where everyone, from the dishwasher to the lead bartender, feels like part of the same team. In restaurants, inclusivity can be as simple as being mindful of who gets what shifts, who’s being heard, and how jokes land during a rush.
Make it tangible:
- Rotate shifts fairly.
- Ask for input on new menu ideas.
- Invite staff to share cocktails or dishes inspired by their culture.
These touches might seem small, but they create an atmosphere where people feel seen. Inclusivity isn’t a box to check; it’s a culture you build night after night. A team that feels valued works harder and laughs louder, together.
7. Lead With Authenticity and Emotional Intelligence
Younger employees can spot insincerity instantly. They want leaders who are real, calm under pressure, emotionally intelligent, and not afraid to admit when something’s tough. They respect managers who can read the room and handle tension without making it contagious.
That doesn’t mean oversharing; it means grounding the energy when chaos hits:
“I know the last hour was hectic. Let’s take a breath and reset. We’ve got this.”
As Gabrielova and Buchko (2021) note in Business Horizons, emotionally intelligent leadership isn’t soft; it’s strategic. It builds loyalty and lowers turnover. When your team knows you’ll stay cool under pressure, they’ll mirror that energy right back to you.
8. Encourage Open Communication and Feedback
Gen Z wants to be heard, but they’ll only speak up if they trust you’ll actually listen. They grew up in comment sections, chat threads, and group projects, so open dialogue is their comfort zone. When someone points out an issue, acknowledge it and act.
If a server says the new POS system keeps glitching, say:
“Thanks for catching that. Let’s note what’s happening and see if we can fix it before next weekend.”
Following up matters. When they see their input leads to change, it reinforces engagement and accountability. That turns casual feedback into a culture of shared improvement, the kind of teamwork that keeps both morale and the bar tabs flowing.
Final Thoughts: Managing Gen Z Is About Managing Change
Managing Gen Z isn’t about catering to sensitivities. It’s about adapting to evolution. Every generation has changed the workplace, from Boomers valuing loyalty to Millennials pushing for work-life balance. Gen Z is simply the next iteration, emphasizing mental health, equity, and meaning.
In bars and restaurants, that might look like:
- Offering flexible scheduling when possible.
- Creating safe spaces for communication.
- Recognizing effort regularly.
- Providing clear expectations and structured growth.
These aren’t “extras.” They’re the foundation of a strong, sustainable culture.
If you lead with empathy, clarity, and consistency, your Gen Z staff will reward you with energy, creativity, and loyalty. They’re not here to disrupt; they’re here to evolve how we work together.
Bridging the Gap Between Generations: Creating a Culture of Collaboration
One of the biggest challenges bar and restaurant owners face today is managing multi-generational teams. It’s common to have a mix of Gen Z servers, Millennial managers, and Gen X or Boomer owners, all with different communication styles, priorities, and work habits. Understanding how these groups can work with each other rather than against each other is key to a harmonious, high-performing environment.
Older generations often value hierarchy, predictability, and a “pay your dues” mindset. Gen Z, on the other hand, thrives on feedback, flexibility, and purpose. When these two perspectives collide. For instance, a seasoned bartender rolling their eyes at a younger coworker’s request for clearer instructions, tension can build fast. But these moments are actually opportunities for growth.
As a leader, you can bridge this gap by setting shared expectations and creating space for collaboration. During team meetings, highlight how each generation brings something valuable to the table. For example, you might say: “Our more experienced staff have a ton of wisdom about how to handle a Saturday night rush. And our Gen Z team members are great at connecting with customers on social media and bringing fresh ideas to the table. Let’s learn from each other.”
Pairing newer Gen Z staff with seasoned mentors also works wonders. A mentorship or “buddy” system helps younger employees feel supported while giving long-time staff a sense of pride and leadership. It shifts the narrative from “us versus them” to “we’re all on the same team.”
Finally, focus on building a culture of curiosity. Encourage everyone to ask questions and share what’s working for them. When people of all ages feel their voice matters, your business naturally becomes more innovative, cohesive, and resilient, especially in a fast-paced environment like hospitality.
