The power of multi-generational workforces in hospitality
The hospitality industry is one of the most multi-generational workforces going, but how do we utilise our differences to help build inclusive, resilient workplaces? Camilla Woods, Service Director at UK charity Hospitality Action, explores more.
Hospitality has always been an industry defined by people, but do you know just how many different people make up the hospitality industry? Since the introduction of Gen Z into the world of work in the mid-2010s, Gen Z now make up around 27% of the UK workforce. What’s more, the hospitality industry is now for the first time seeing up to five generations of different people working side by side in our kitchens, bars, hotels and more.
Here at Hospitality Action, we believe this to be an extraordinary opportunity for all of us in the industry. Every day, we see how diversity, including generational diversity, can strengthen teams and protect wellbeing.
Younger employees can bring fresh ideas and new perspectives on career development, while more seasoned colleagues can offer experience, stability and insight from years of problem-solving. When these perspectives are combined effectively, teams are more resilient, creative and capable of delivering the seamless service hospitality so often demands.
Why generational diversity matters
For starters, the benefits of multi-generational teams extend far beyond a simple mix of ages. Teams that blend experience with fresh thinking are more innovative and adaptable. A younger colleague may spot new trends or ways to engage with customers but may need the insight of a more experienced team member on how to bring these ideas to fruition and implement them practically. Conversely, a more senior member may have a set goal they want the business to reach, and a newer team member may have the creative ideas necessary to do so.
These differences, when harnessed well, can have a clear positive impact on business outcomes. Yet benefits also come in the form of employee wellbeing. After all, a team that values each members’ contribution fosters greater community and collaboration, helping individuals feel heard, respected and motivated. At a time when retention proves difficult for many in the industry, nurturing this kind of environment ensures staff, no matter from what generation, feel empowered to stay and grow.
Moving beyond stereotypes
Despite these benefits, multi-generational workforces can still face outdated stereotypes. Gen Z are lazy, or older colleagues are stubborn - there are many stereotypes that do little to encourage greater collaboration.
Often, generational differences come down to life stage, that is where the individual is in their life, rather than their actual age itself. A younger team member might be more mobile because they don’t yet have mortgages
or family responsibilities, while a more experienced employee may prioritise stability because of dependents or long-term commitments.
To combat these stereotypes, awareness and self-reflection are critical. Taking just five minutes at the start of a shift to check in with yourself to notice your emotional responses or assumptions can help reduce unconscious bias. Doing so will strengthen relationships, improve communication and ensure that every team member feels valued.
Navigating generational challenges
Embracing a multi-generational workforce isn’t without its challenges though. Each generation brings different communication styles, expectations and priorities to the workplace. If these aren’t understood, they can quickly lead to misunderstanding or friction.
Something as simple as how we communicate can highlight these differences. Some prefer formal emails, while others benefit more from instant messaging or voice notes. Neither approach is right or wrong, but without an awareness of these preferences, tension can easily rise to the surface.
Differences also emerge with technological confidence. While younger generations may adopt new tools or systems more instinctively, some longer serving staff may be hesitant to move away from established ways of working. Similarly, how we want to receive feedback can differ. Younger colleagues often value more frequent but informal feedback, whereas others may prefer more structured and private conversations.
We all thrive in different ways, so recognising how both you and your team can work to the best of your ability can also ensure people perform their best without being pressured into ways of working that may not be best for them.
Generational workforces
Whilst staff play an important role in developing an effective multi-generational workforce, which requires the mutual respect of each generation, it also requires effective leadership from above.
I always say that great leadership starts with an inquisitive mind. Ask, don’t assume. Question your team and ask what helps them do their best work, how they prefer to communicate, and what you can do to support them.
Traditional leadership qualities such as stability, trust and consistency remain important. But combining these with transparency, empathy and safety allows every team member to bring their best self to work. When leaders do this well, they achieve inclusion and high performance simultaneously.
Our differences make us stronger, and nowhere is this more apparent than in the hospitality industry. At Hospitality Action, we encourage businesses to build inclusive, resilient workplaces. By recognising the value of every generation, challenging assumptions and fostering connection, we can all unlock the full potential of our workforce.
The Staff Canteen has always been more than a website—it’s a community, built by and for hospitality. We share the wins, the challenges, the graft, and the inspiration that keeps kitchens alive.
We believe in staying open to everyone, but creating this content takes real resources. If you’ve ever found value here—whether it’s a recipe, an interview, or a laugh when you needed it most—consider giving just £3 to keep it going.
A little from you keeps this space free for all. Let’s keep lifting the industry, together.
Support Us
CONTRIBUTE
The power of multi-generational workforces in hospitality
