Hospitality = purveyor to working Netherlands

Lately, I've been frequently asked: what are the most important themes in hospitality for you? Of course, there are several, but everything essentially boils down to one point, namely the retention of hospitality staff. How do we ensure that – in this time of staff shortages and labour scarcity – enthusiastic and trained employees want to continue practising the wonderful hospitality profession?

I say: by cherishing, appreciating, and especially challenging them! So that they remain in hospitality and do not switch to other sectors that are eager to have them and offer more money, security, and career opportunities. Because it is 100% certain that hospitality staff – that means you – are attractive to other sectors. After all: ‘Hospitality is the purveyor of working Netherlands.’ Employees with hospitality skills are highly sought after, and their qualities are useful in any profession; people in hospitality work hard, you don't hear them complain, and they are very socially skilled.

Number of permanent staff at a low point

The latest labour market figures underline that we need to bind hospitality staff to us. The number of permanent staff has never been so low: nearly 53% now work on a call basis. And only 24% have a permanent contract with fixed hours. Additionally, we also know that young people are increasingly critical of education, careers, or part-time jobs in hospitality. And that employees often leave hospitality around their thirties.

Offering challenging work and career opportunities

So far, we have always been focused on the here and now and solving Updates problems without looking ahead and developing a vision. Employers have long thought that if they let employees progress to a managerial position with a corresponding higher salary, they would stay with them. But today's employee wants more than that: he/she wants challenging work with opportunities for self-Your career. And that doesn't always have to be a managerial position. So, invest in Training and Your career. The theme on which employers and unions always agree at the negotiation table that significant steps need to be taken. Because no one is against hospitality staff who continue to develop themselves.

Specialising

In my vision, we need to move towards a new work situation. Where the needs of employees are leading for the employer. A service employee who has no interest in management but wants to enrich his work might want to train as a barista. By specialising, he or she can offer guests an extra experience, which ultimately generates extra money for the employer. Or a chef who trains as a diet chef, thereby tapping into a whole new market for the restaurant.

Win-win situation

We need to give employees more say and offer career opportunities. And if that's not within their own company, then elsewhere within the sector. In a mature sector, employers grant their employees a career, even if it's with the neighbours. From the thought: a satisfied hospitality employee remains loyal to the sector and does not turn their back on it. A win-win situation, indeed. And that's what we need. Because once you've lost a hospitality employee, it's very difficult to win them back for the sector.

Edwin Vlek
Union representative FNV hospitality