Last July we published the results of an independent study on what hospitality workers believe is needed to make the hospitality sector future-proof and attractive again. Following that study, I have addressed several themes in blogs that play a key role in the discussion about the future of our wonderful sector. Today, the final theme: training and Your career.
Building a career in hospitality, as in any mature sector. This desire is shared by many hospitality workers, as revealed by the study. Unfortunately, advancing through interim vocational training is not the norm in hospitality, with all the consequences that entails. What a shame!
It is high time we all take a good look at our Updates system. In which the majority of skilled workers have not pursued further training after obtaining their vocational diploma. While there is so much to learn and develop in our wonderful profession. Not only in the interest of the employer who gains a more versatile employee, but especially for the employees themselves. For example, when they want to transition to another role within their own hospitality company or beyond.
The enormous staff shortage we are facing did not come out of nowhere. Many hospitality workers move to other sectors for a reason. Often due to better pay and working hours elsewhere, but also because they have to keep doing the same trick in hospitality for years. Without challenge and with boredom.
If we want to become a mature sector where employees are eager to stay, something really needs to change. And the social partners – employers and employees – should, in my opinion, take the lead here. In transport and logistics, this proactive approach has already paid off.
Where we should start is by prioritising training and Your career. This theme should be central both in individual companies and in the hospitality CLA. Training and Your career should be a given and not a 'must'. We need to challenge and motivate employees and keep them engaged. Ignite their passion. After which employers can 'market' them. Resulting in satisfied guests and higher revenues.
I realise that a turnaround requires a lot from everyone. But one thing is certain: muddling through is not an option and efforts will more than pay off. We need to teach the 16-year-old girl, trembling as she holds a full tray with both hands, the passion and skill for the profession. So that she no longer faces sheer terror when serving snacks and drinks, but actually enjoys it.
The initiative to offer training often lies with the employer. It usually involves training that is convenient for the boss, such as first aid, etc. Unfortunately, it is still far too rare for employees to indicate which vocational training they want to follow. This is mainly due to a lack of awareness about the available training options, because they do not clearly see the personal benefits of training, or because employers do not convey that they are open to it, often due to costs.
We need to move towards a change in mentality where both parties see the benefit and necessity of continuous Your career. Training costs should not be an issue here: there are various government subsidies that employers can access.
Many hospitality entrepreneurs prefer to hire employees who can do everything and can start immediately. So they don't have to worry about them.
I understand the choice for this convenience approach, but in the Updates times of staff shortages, it is often no longer feasible. And I also genuinely wonder if this is the path we should continue to follow. Because it perpetuates the staff shortage.
Wouldn't it be wonderful for the sector to train people ourselves? So that we - in addition to the regular influx of skilled workers from vocational education - can also make use of, for example, career changers in hospitality? Think of people who are practically minded, who struggle with learning, but are highly motivated. The time we now need to invest a bit more in them will pay off in the long run. Definitely!
Also consider successful projects where refugees are trained for a role in hospitality. Not endless programmes, but practical training so they can start working motivated and qualified in our society. This also addresses the staff shortage structurally.
If we want to get hospitality back on track, 'training and Your career' should not feel like a 'must', but as an opportunity. An opportunity to train, appreciate, and motivate employees. So that they go to work with pleasure every day and remain in the sector.
Edwin Vlek
Union representative FNV hospitality