PROJECT HIGHLIGHT
How is Gen Z different when it comes to restaurant labor?
With 98% of restaurant operators facing higher labor costs and 80% struggling to fill positions, staffing remains one of the top challenges for restaurants in 2025.
Today, nearly half of the 15.7 million foodservice workers are part of Gen Z, and their values are reshaping the industry. While every generation brings new challenges, the unique set of cultural influences and global events that have shaped Gen Z make their impact particularly distinct.​
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Relish heard from employees and operators alike to better understand how to hire, engage, and retain this next generation of staff.
OPERATOR Q + A
The following excerpt is from an interview with Ryan Pruitt, the operating owner of Frothy Monkey.
Q:
How does Gen Z seem different from previous generations?
A:
There’s a quote that I love by Seth Godin: “Work that matters by people who care.” If it doesn’t check those two boxes, Gen Z isn’t really interested in it. There’s a lot of opinions about Gen Z that just aren’t true — that they don’t want to work or that they don’t have as much grit as other generations. If you present a job that’s meaningful and engage young people in that meaningful difference, you’ll find a stronger, more involved, harder-working generation than we’ve seen in a long time.
“I’m focused on making sure people take more than the ability to make rent out of work.”
"
Ryan Pruitt,
operating owner of Frothy Monkey.
of Gen Z staff say they were attracted to the industry due to flexible hours while…
55%
say more flexible scheduling would help with their mental well-being.
50%
Nov 2024 Gen Z Labor Survey by Relish Works
Q:
What is meaningful to staff beyond the paycheck?
A:
We focus on added values. We finally launched a 401k program, and way more people have signed up than I expected. The shift meal is another big added value that people often overlook. We have a lot of people that come back and mention that. Somebody might leave for an extra $2 an hour, but they didn’t realize that they’re paying more for health insurance or that they’re spending more on groceries without a shift meal every day. That’s always the struggle — how do you communicate a clear message about the total compensation picture to someone who’s in their first job? Flexible scheduling is also an added value. The manager has to communicate well and care about the person, and the person has to care about their job and be willing to be a top performer in order to trade off for flexibility.
of Gen Z say they are planning to leave the restaurant industry within the next 3 years.
47%
Nov 2024 Gen Z Labor Survey by Relish Works
A:
People leave Frothy Monkey for really good reasons. We want to work with the best person who’s most fitting for Frothy Monkey. We’re okay if it’s not going to be a career. People use the term “lily pad job” as a negative thing. In restaurant work, you have to be okay with it. Even nine months with somebody can have an incredible impact on your company. They talk about their work experience with their friends and family, and all that impacts your brand. Your choice in who you hire, how you treat that person, how that person treats your guests — and how all of this works in harmony — that is your brand.
Q:
How do you plan for inevitable turnover?
“It’s not wasted time if we only have them for nine months or two years. We hope that they in turn attract other people who might be two years behind them in their development of whatever they’re working towards — being a rock star, a graphic designer, going through college.”
