By: Andrew Baughman
Statistic: 79% of hospitality workers say that opportunities for professional development would be most impactful in promoting a supportive workplace environment.
Problem: Evidence suggests that hospitality industry training, in general, is “poor,” which poses an array of problems. Inadequate professional instruction “jeopardizes service quality, and can demean and embarrass employees,” and often causes “employees [to be] disciplined for their inability to perform.”
Due to the industry’s high turnover rate, it is uncommon for hospitality management to:
- be invested in thoroughly training employees
- recognize the professional desires of many employees
However, “training and development affect job satisfaction and organizational [sic] commitment, which in turn affect staff retention.” A lack of professional investment in employees increases the likelihood that they will leave, often in search of jobs with more opportunity and consideration for their ambitions.
Solution: Gather ideas from your team about professional opportunities they would like and support them in pursuing their goals. Consider providing:
- cross-training in the workplace
- opportunities to be responsible for a project
- de-escalation training for navigating tough conversations with peers and customers
- food and alcohol safety training
- ask-me-anything sessions with management
For resources and more information, visit healthy-hospitality.org or contact us at firstname.lastname@example.org.
Active Minds, Optum. (2021). Creating a Culture of Support in the Workplace: A Best Practices Resource for Managers in the Hospitality Industry. Washington, DC; Active Minds.
Poulston, Jill. (2008). Hospitality workplace problems and poor training: A close relationship. International Journal of Contemporary Hospitality Management. 20. 412-427. 10.1108/09596110810873525.