Altitude Trampoline Park franchisee Brandon Gadish has built a winning formula for staffing, and it starts with understanding Gen Z. Operating two locations in Nashville, Tennessee, and Austell, Georgia, Gadish has created a high-performing team culture largely powered by young employees, many of whom are working their first jobs.
At his Nashville park, Gen Z makes up more than 80 percent of the staff. In Austell, it is closer to half. But instead of high turnover, these locations have become known for strong employee retention and internal promotions. Much of that success stems from a deliberate focus on structure, support, and belonging.
Recognizing that many employees are new to the workforce, Gadish and his leadership team prioritize hands-on training, clear expectations, and consistent feedback. This foundation helps younger staff members adapt to a business environment and develop professional habits early on.
Over time, standout employees have grown into key leadership roles, including management positions. Many team members refer their friends, often classmates or peers, which has strengthened internal culture and streamlined the hiring process.
The positive work environment at Altitude’s Nashville and Austell locations did not happen by accident. Structured incentives, team-building events, and opportunities for advancement have become core to the operation. Staff celebrations tied to performance goals, like membership sales or safety benchmarks, reinforce a sense of shared purpose.
This culture has paid off in more ways than one. Gadish’s Nashville location significantly outperformed the brand’s average unit volume last year, and both parks are seeing year-over-year growth. The approach combines competitive pay with something Gen Z values even more: a sense of inclusion, contribution, and community.
As franchise systems continue to compete for talent, especially in service and experience-focused sectors, understanding Gen Z’s workplace preferences is a clear advantage. Brands that invest in young employees, not just as labor but as future leaders, stand to benefit from stronger retention, better culture, and peer-to-peer recruiting.
For franchise marketers, this also translates into more authentic brand representation at the ground level. Engaged, empowered employees are often the best ambassadors, both in person and online. Creating space for them to grow, contribute, and celebrate success does not just support operations, it strengthens the brand.