“Many employees, not seeing any clarity, have taken up different professions in other sectors”
Daniele Minotto, Deputy Director AVA (Venetian Hoteliers Association)
“Job seekers today are not very keen on working shifts and weekends”
Raffaello Panariello, General Manager of NH Hotels
“There is a difficulty in finding doormen especially at night, so many go on outsourcing, a phenomenon that has broken the balance because historically there was a bond between customer and staff. And then there is a lack of training“
Cesare Bozzetti, owner of the Bartolomeo Hotel in Venice
These are some of the words that emerge from an article in the “Gazzettino”, published on 29 April this year, and today, in hotels, it is essential to build loyalty not only among guests, but also – and above all – among those who work there. From these considerations, some questions arise spontaneously: what will the future of hospitality be? How to make job offers more attractive in the eyes of young and experienced people who have preferred to close (at least for the moment) their experience in a drawer? What do people expect from their professional lives today?
To formulate concrete answers, we have to dig deep into the fears, aspirations and expectations of workers. Here are some data and statistics that should give us pause for thought.
According to the recent Deloitte Global 2022 Gen Z and Millennial Survey:
- almost two out of five people say they have turned down a job because it was not in line with their values. On the other hand, those who are satisfied with the company’s social impact, diverse and inclusive corporate culture are more likely to want to stay there for more than five years
- 17% of Millennials leave their workplace because it is detrimental to their mental health
- 14% have decided to quit because of burnout experiences
- 27% of Millennials and 22% of Gen Z left their jobs because the salary was not high enough
Considering that these two social segments include those born since 1980, it is possible to contextualise these issues to a very wide audience of possible employees. What emerges, therefore, is a strong concern for economic stability, mental health, and the care of one’s own value system.
Let’s look at the other side of the coin: why and for what do people choose a job?
- 39% of Millennials accept a job offer if it allows a sustainable work/life balance
- 29% of people choose a new job if it provides opportunities for constant development and learning
- 26% of Millennials look for a workplace where their activities have a deep meaning (a why) within the organisation and that these are respected and recognised
Balance, acknowledgement, security, and opportunities
After more than two years, in which insecurity and pessimism have prevailed at a social and working level, the new generations are visibly bringing a ‘breath of fresh air’ to the world of work and in particular to the world of hospitality.
What is happening is a phenomenon that is certainly challenging and at the same time natural: our private lives, aspirations and expectations have changed; consequently, our professional lives are also moving towards a strong evolution.
In a sector in which supply exceeds demand, it is essential to change the vision of the hospitality world, to redefine professional roles, tasks and above all business habits, because ‘we have always done it this way’, ‘young people do not want to work’ are statements that we must leave behind in the name of a future that must be built, with a renewed love for this sector.
Martina Dalla Vedova
Marketing Manager
Hospite – The Italian Hospitality Academy