In the bustling world of hospitality, it's easy to label the youngest members of our workforce as "lazy" and "snowflakes"
Recent data would seem to back this up:
- 98% of Gen Z workers report experiencing burnout.
- 23% face unmanageable stress levels.
- 48% feel consistently drained.
- A Cigna survey even identified them as the most stressed generation to date.
These statistics are alarming.
But not necessarily in the way you are thinking.
If nearly all Gen Z employees are struggling, have you thought, perhaps the issue isn't with them individually but with the environments we've created.
If you rolled your eyes at this assertion then ask yourself can the fault really be with nearly 100% of a generation, or is it something bigger?
Let's give the conversation some context.
Understanding the Root Causes
Several factors contribute to the challenges faced by Gen Z in hospitality:
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High Expectations with Limited Support: Many young professionals enter the industry eager to prove themselves but often encounter high demands without adequate guidance or mentorship.
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Digital Overload: Growing up in a digital age means constant connectivity, which can blur the lines between work and personal life, leading to increased stress.
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Economic Pressures: Facing student debts and high living costs, many feel compelled to take on multiple jobs or extra shifts, exacerbating burnout.
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Mental Health Stigma: Despite growing awareness, discussing mental health remains taboo in many workplaces, preventing individuals from seeking the help they need.
A Multigenerational Workforce
In the "Talking Hospitality" podcast episode titled "Why are Men's Mental Health Issues so prolific in Hospitality & What can be done about it?" (Episode 34, Season 4) host Tracey Rashid highlighted that, for the first time, four generations are working together in the hospitality industry. This dynamic introduces both opportunities and challenges, especially concerning mental health and workplace expectations.
What Can Employers Do?
To address these challenges, hospitality leaders can:
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Foster Open Communication: Create an environment where employees feel safe discussing their mental health without fear of judgment.
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Provide Mentorship Programs: Pairing younger staff with experienced mentors can offer guidance and support, bridging generational gaps.
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Implement Mental Health Resources: Offer access to counseling services and stress management workshops tailored to the unique pressures of the hospitality industry.
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Encourage Work-Life Balance: Promote policies that allow for reasonable working hours and discourage the culture of overwork.
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Embrace Flexibility: Recognize that different generations may have varying work styles and preferences. Flexibility can lead to increased job satisfaction and productivity.
Starting the Conversation
It's time to move beyond simply labelling and dismissing, and start understand the underlying issues affecting our workforce.
By fostering open dialogues and implementing supportive measures, we can create a more inclusive and productive environment for all generations in hospitality.
Let's challenge our assumptions and work together to build a healthier, more supportive industry.
Sources:
https://www.thehrdirector.com/features/diversity-and-equality/mentoring-can-support-diverse-multigenerational-workforce/
https://tradearabia.com/news/TTN_428156.html
https://www.hospitalitynet.org/news/4120858.html
https://www.mckinsey.com/~/media/mckinsey/email/genz/2023/11/2023-11-21d.html
https://www.hr-brew.com/stories/2022/06/17/gen-z-is-growing-up-and-burning-out?__cf_chl_tk=kImECmjaKgQag_KO0psci.KkpRuuzrzmhhQvfq13toI-1731780839-1.0.1.1-l4Rn.12HWBuz7GjdetEtmDqCsgoTT3BdRTx_zn4st6w
https://dinastipub.org/DIJDBM/article/view/3188
