What Do Young Hospitality Staff Really Want in 2025? (Hint: It’s Not Just Cash)
- Steven Hesketh
- 19 hours ago
- 3 min read
Ever tried keeping a millennial or Gen Z team member motivated with just a pay slip and a handshake? Good luck. In 2025, it turns out our younger hospitality stars want a whole lot more and honestly, who can blame them?
I came across an article this week covering the HSMAI Commercial Strategy Conference in Indianapolis, where industry voices spoke about what actually keeps young staff engaged.
It immediately caught my attention because at our last Art of Hospitality conference, we had a full-on debate about exactly this: how do we attract and keep young people in our workplaces?
The consensus was pretty clear, we need to evolve our approach if we want to build strong teams for the future.
Back to the conference in the States. The takeaway? Forget outdated bonus schemes and vague promises. If we want Gen Z and millennials to build meaningful careers in hospitality, we have to give them clarity, flexibility, and a genuine path forward.
One of the speakers, Steven Chrappa from Hard Rock Hotel New York, put it perfectly:
“It doesn’t have to be a title change, but if someone’s just being stagnant for two-plus years, it gets a little tough to stick around when you see your friends on LinkedIn getting promoted.”
It’s not about fast-tracking everyone to GM in six months (though sometimes they do expect that!).
It’s about proving there’s direction, that there are skills to gain, networks to build, and new challenges to take on. Sometimes a sideways move into a bigger project can be just as powerful as a straight-up promotion.
So what’s the real answer? Keep it simple. Make sure the rewards, whether that’s more responsibility, flexibility, or actual pay, match the effort.
Better yet, just ask. What matters to them? Recognition only works if it’s something they truly value.
And here’s a big one we often overlook: culture. For so many younger team members, a healthy environment and a rota that doesn’t wreck their life will beat a cash bonus every time. That means:
Flexible schedules that don’t drain them
Managers who actually listen
Workplaces that care about growth, not just targets
At Hospitality Hero, we always circle back to one thing: your team is everything. If your people aren’t happy, they won’t stay and even if they do, they won’t give you their best. You’re only ever as strong as your weakest link.
It’s the little things that build loyalty. The “how are you, really?” chats. The genuine thank-yous. The honest conversations about what comes next.
So here’s your nudge: if you’re leading a team right now, don’t just check in about shifts or whether they can work this Saturday.
Take a moment to ask what they actually want out of their time with you. If it’s growth, show them the pathway. If it’s flexibility, see what’s possible. Because more than ever, this is what keeps people on board.
Flexibility isn’t just a nice-to-have anymore, it’s become one of the biggest deal-breakers for younger workers.
In fact, over half of millennials (51%) and Gen Z (55%) say having control over their schedule is a top priority, far ahead of Gen X or Boomers.
A global survey even found that 62% of Gen Z workers would accept a lower salary if it meant better work–life balance, and a huge 82% value flexible hours. That’s not a gentle suggestion; that’s a clear shift in what people expect from work.
And it makes sense. If we want to keep Gen Z and millennial talent engaged, we need to move past rigid schedules and outdated thinking.
Offer rotas that respect their lives outside of work. Give them the chance to swap shifts, plan ahead, or build hours around what matters to them.
Show them there’s momentum, too. They’re not necessarily chasing a manager title tomorrow, but they do want to see a path forward, milestones, new responsibilities, projects that stretch them.
Most importantly, lead with empathy. Ask, “What matters to you this month?” and really listen to the answer. Sometimes it’s a simple schedule tweak. Sometimes it’s putting them on a project that lights them up. Either way, it sends a message that you care about more than just today’s targets.
Because keeping our teams motivated isn’t just good for them, it’s how we future-proof hospitality itself. When we choose to move with the times instead of managing by the book, we’re building an industry that can adapt, grow, and thrive for years to come.
If you enjoyed this blog and you’re as passionate about the future of our industry as we are, come along for the ride. Follow us on our socials to keep up with what we’re doing, and grab tickets to our next Art of Hospitality event, we’d love to have you be part of the journey.
Comments