“Young people today think of nothing but themselves.” Does this mindset sound familiar? This quote is attributed to Aristotle, who wrote over 2,000 years ago. Generational differences in the workplace are nothing new.
In hospitality, where teamwork, communication, and fast decision-making are essential, bridging generational divides isn’t optional. From seasoned Baby Boomers to fresh Gen Z recruits, hospitality teams in 2025 are more multigenerational than ever. So how do we build cohesion across generations? Read on.
Acknowledge Generational Differences—Without Stereotyping
Start by recognizing that each generation brings different strengths, shaped by the world they grew up in. Gen Z (those born between the mid-late 90′ and early 2010’s) may prioritize digital communication and social impact, while Gen X often values independence and resilience. But beware of reducing people to clichés. Asking individuals what they need to succeed is more effective than assuming based on age.
For example, instead of assuming Gen Z won’t want face-to-face feedback, ask what type of coaching they prefer—and deliver it in a way that meets both your standards and their learning style.
Focus on Shared Values, Not Divides
All generations want respect, growth, and purpose—they just define those things differently. Shift your conversations away from generational “quirks” and toward common goals. What does excellent service mean to everyone on the team? What does a positive work culture look like? And what values can everyone strive for?
Framing discussions around a shared mission and core values reinforces unity and reduces friction.
Encourage Cross-Generational Mentorship
One of the most powerful ways to build cohesion is to create mentorship opportunities that go both ways. While seasoned professionals can share institutional knowledge and customer service finesse, younger team members can offer tech-savvy insights or social media fluency. These exchanges build trust and mutual respect.
Make Flexibility a Two-Way Street
Workplace flexibility means different things to different people. While Millennials may want hybrid schedules or wellness benefits, Boomers might prefer predictable hours or fewer tech interruptions. When possible, hospitality leaders should offer varied scheduling options or task assignments that accommodate these preferences—while keeping team standards aligned.
Train Managers to Manage People, Not Age Groups
Frontline supervisors and department heads are the first line of defense against generational conflict. Give them tools to manage individuals based on strengths, communication styles, and goals—not assumptions tied to birth years. Leadership training focused on emotional intelligence and coaching will help them navigate a diverse team more effectively.
Build a Team That Thrives
In hospitality, success hinges on teamwork. And the best teams don’t just tolerate generational differences—they learn from them. At Horizon Hospitality, we help companies build leadership pipelines and hiring strategies that support inclusive, multigenerational cultures. Looking to strengthen your team with the right people in the right roles?
Connect with Horizon Hospitality Associates, Inc. today.
