Ask a room full of hotel and restaurant operators what Gen Z wants, and you'll usually hear some version of: More money, less work, out the door in a year. 

Well… the data tells a different story. The big surprise to some is that Gen Z isn't asking employers to lower the bar. Instead, they're asking them to raise it in a few specific, fixable (and most would say understandable) places.

First, the misconception

Let’s get it out there: Gen Z now switches jobs 134% more frequently than Millennials did at the same age, with average tenure sitting at just 2 years and 3 months, the shortest of any generation.

It’s easy to see why they’re called flaky and why those faced with hiring may feel that they have a significant loyalty problem. But those numbers don’t tell the full story. Here’s what we find when we look under the hood of Gen Z employment. Among those who have left a job:

• 47% cite lack of career advancement

• 38% cite poor management

• 31% cite a mismatch between the culture they were promised and the one they got

And interestingly enough, 31% of Gen Z workers rank salary as their top consideration when evaluating a job. It’s a consideration – but not the primary one. So, what’s really going on here? 

What Gen Z actually wants

Among hospitality operators, we have found that the best way to recruit and retain Gen Z employees is to offer them:

• A visible path, stated early. When hiring, name a real example of someone who started in that exact role and is now a shift lead or manager. Show them what they can expect if they take the role and excel in it.

• Fast, honest communication. 70% of Gen Z candidates expect a response to an application within days, not weeks, and that expectation doesn't disappear after hiring. Regular, direct feedback from managers matters as much as the paycheck.

• Investment in their development. 68% of Gen Z workers expect employers to fund skill-building through cross-training, certifications, or structured mentorship.

• Mental health support that's actually built in. 77% of Gen Z workers rank mental health benefits above a higher salary. In an industry known for grueling shifts and thin coverage, this is a retention lever most properties haven't touched yet.

• Schedules that bend around real life. Some restaurants are curating shift blocks, like a 4 to 9 p.m. slot, that let staff work around school or a second commitment instead of forcing an all-or-nothing availability form.

• Clearly stated values. 74% of Gen Z employees would leave a job that doesn't align with their personal values, and most research a company's reputation before ever applying. 

What this means for hiring managers

All of this can sound like a lot if you have a less-than-transparent culture, or one that has a “this is how we’ve always done it” vibe. If your operation will need younger employees in order to stay in business, consider the following shifts in your hiring and culture to attract and retain younger talent:

• Say the growth path out loud in the interview. 

• Cut application response time to under 48 hours wherever possible.

• Build real mentorship or cross-training tracks that staff understand and rely on.

• Treat schedule flexibility as a retention tool, not as your own personal headache.

• Make sure whatever values are on the website are visible internally. 

And hey, here’s the good news: None of this requires a bigger labor budget. It does require being specific, fast, and honest about what a role can become — which is exactly where most hospitality hiring still falls short. If you find a way to make this feel natural and sustainable over time, you’ll be far ahead of the hiring curve. 

Let’s build your ideal team

Building a team that Gen Z wants to stay at starts with finding the right people in the first place. If you're hiring for your hotel or restaurant and want candidates who are the right fit from day one, get in touch with the recruiters at One Haus.