Alright, let’s get something straight:
Gen Zs aren’t lazy. They aren’t entitled.
They’re just different and if you want your salon (or any business) to thrive in the future, you need to understand them, not fight them.
It’s time we ditched the tired “kids these days” mindset and started leading Gen Z the smart way. Because spoiler alert:
They’re the future of your team, your brand, and your industry.
First Things First: Drop the Judgment
Look, every generation gets labeled as “the worst” by the one before it.
- Millennials were the selfish “Me” generation.
- Gen X were slackers.
- Boomers? Well… you get the idea.
It’s nothing new. But if you’re serious about building a team that lasts, it’s time to adapt, not resist.
What Actually Makes Gen Z Different?
It’s not just one thing, it’s their whole environment:
Work-life balance matters more to them than career sacrifice.
They won’t kill themselves for work. And honestly, good for them.
They expect instant gratification.
They grew up with iPhones in their hands. Waiting months (or even weeks) for progress feels alien to them.
They have endless options.
Thanks to social media, they know what’s out there. Better jobs, better workplaces, and faster success stories. They’re not going to stick around if you don’t offer a career worth staying for.
Why They Trigger the Hell Out of Older Generations
Let’s be honest:
- When a Gen Z questions training schedules? We call it disrespect.
- When they push back against unpaid overtime? We call it entitlement.
- When they want career progression faster? We call it impatience.
But here’s the truth bomb:
They’re not wrong.
Their boundaries are healthier. Their expectations are higher.
(And frankly, they’re exposing just how broken some of our old systems were.)
How to Actually Lead Gen Z Without Losing Your Mind
You can get amazing results from Gen Zs, but you’ll need a different playbook. Here’s how:
1. Train Them Smarter Not Slower
Forget the “you have to sweep hair for three years before touching scissors” mindset.
Gen Zs want faster learning and more responsibility.
What we did:
- Introduced creative training early alongside technical training.
- Gave apprentices real, relevant skills they could use straight after qualifying.
- Stopped treating boring, outdated methods like a rite of passage.
Result? They’re more motivated, more excited, and stick around longer.
2. Compliment Like It’s Your Job
Positive reinforcement isn’t optional, it’s survival.
Even the smallest wins deserve a shoutout. Waiting until they’re “perfect” to praise them?
You’ll just lose them emotionally and eventually, physically.
Tip:
Catch them doing something right, even if you have to stalk them around the salon to find it.
3. Nuke the Hierarchy
Everyone cleans.
Everyone opens the salon.
Everyone contributes.
Senior stylists sitting pretty while juniors do all the dirty work?
That culture is dead.
(It’s also a huge reason the next generation doesn’t want into the industry.)
We track tasks with initials. No dodging. No resentment breeding under the surface.
4. Respect Their Time (Religiously)
- Overtime? Recorded and compensated.
- Lunch breaks? Scheduled, protected, sacred.
- Training? All done in paid work time.
Gone are the days of guilt-tripping apprentices into unpaid extra hours.
Treat them like pros from the start, because they notice.
And bonus: once you make training part of work hours, you actually get to set expectations clearly (uniforms, attitude, full attention). Win-win.
5. Communicate Everything Clearly, Upfront
Social events, training sessions, anything outside normal work hours?
Tell them exactly what’s optional, what’s paid, and what’s expected.
No pressure. No hidden resentments. No “but I didn’t know” drama.
Clear expectations = clear commitments.
Quick Reality Check
If you’re still thinking:
“Well, back in my day, we had to do it the hard way…”
Guess what?
They don’t care.
And they shouldn’t.
The whole point of evolving is that they don’t have to suffer the way we did.
(Otherwise, what was the point of pushing for a better industry?)
Tips for Working with Gen Z (and Keeping Your Sanity)
Have patience.
Their brains are literally still developing until around 25. Decision-making, impulse control…it’s still wiring itself together. Lead with that in mind.
Don’t weaponize nostalgia.
Stop reminding them how hard it was “back in your day.” They don’t care and all it does is shut them down emotionally.
Celebrate what they bring.
Their fresh energy, healthier boundaries, and tech-savviness are strengths if you know how to harness them.
The Bottom Line: Adapt or Watch Your Business Struggle
Gen Z isn’t the enemy, they’re the future.
If you refuse to adapt, you’ll lose access to the talent pool that will build your business in the next decade.
If you lean in, respect them, and meet them halfway?
You’ll create a workplace where they (and your whole team) actually want to stay and grow.
And remember:
Small shifts lead to big changes.
Keep shifting forward and watch your business (and your people) thrive.
