Labor Crisis in Hospitality, Tourism and Event Industry
Finding Innovative Solutions for Recruitment and Retention of Millennials
The Hospitality, Tourism and Event Industry is an immense sector that involves economic activities that directly or indirectly contribute to or depend upon travel, tourism and events. This sector contributes greatly to a country’s gross domestic product.
The Hospitality, Tourism & Event Industry globally is finding it challenging to attract and retain Millennials. A strong hospitality industry is fundamental to global economic prosperity. Demographic statistics show that because of lower birth rates, people aged 15-24 are declining in developed nations thus resulting in a shortage of available resources to fill jobs in the hospitality industry. This issue is now a crisis! Prior to COVID-19 pandemic the discussion was about Labor Shortages however, the pandemic has pushed it to a Crisis, although there is a silver lining where organizations have been forced to adopt innovative practices.
The central question my book will address is what do you need to do to attract and retain Millennials who will become 75% of the workforce globally by 2025 which is just around the corner. For the past forty years, I have dedicated my working life to hospitality, tourism and event industry as an entrepreneur, academic and consultant. I am familiar with the various facets of training and managing human capital which is so critical towards the success of your organization and the industry as a whole. For those of us so closely immersed in the industry, be it restaurant manager, executive chef, hotel leaders or airline crew, we are witnessing this shortage and are faced with a new challenge of understanding the broadest demographic available to enter our workforce yet without much interest to do so: Millennials.
I wanted to understand why Millennials are choosing to either leave the industry or reject entering, so I listened to them and the insights from our conversations form the core of the discussions and recommendations in this book.
The findings from my conversations with Millennials led to eight key factors that affect Millennials’ job satisfaction which I will cover in detail in each of the chapters in this book. They are: inconsistent application of organizational policies by supervisors, culture of favoring seniority, opportunities for advancement, baby boomer culture, communication, training & development, compensation, human connection & work-life balance. My hope is that you will benefit from paying close attention to the themes that emerged from my research for this book.
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About the Author
Altaf is the founder and CEO of Alzen Consulting Inc. specializing in Hospitality, Tourism and Event industry. Formerly, he was the academic chair for the School of Hospitality & Tourism at Algonquin College, as well as past chair of Heads of Hospitality & Tourism Ontario (HOHTO).
Under Altaf’s leadership, he led the design, development, and delivery of eight new programs including the first-ever Bachelor of Hospitality and Tourism Management (Honors) degree in Eastern Ontario. He also led the design and board approval of Bachelor of Event, Sport, and Entertainment (Honors) degree.
Altaf has published numerous articles on hospitality and tourism in academic journals, and continues to contribute as a guest lecturer, consultant and external auditor for colleges and universities. He is a frequent panelist and moderator for global hospitality and tourism conferences and seminars.
Altaf is a recipient of the Queen Elizabeth II Diamond Jubilee Medal for his exemplary work in the field of education and has received an award from Meetings Professionals International (MPI) for National Meetings Influencer. He holds a DBA from California Southern University and an MBA from University of Guelph. Altaf continues to give his time and knowledge through volunteering and serving on boards and committees.
Labor Crisis in Hospitality, Tourism and Event Industry
Finding Innovative Solutions for Recruitment and Retention of Millennials
Chapter 1 “The Great Resignation Pre and Post Covid-19 Pandemic”
The impact of The Great Resignation on the Hospitality, Tourism and Event Industry is profound. The Great Resignation has changed the workplace in most industries however, the hospitality industry is highly impacted.
Chapter 2 “Four Generations in the Workplace – A First in History”
This is the first time in history we have four generations in the workforce – baby boomers, generation X, Millennials and generation Z. Having four generations together in the workplace means that you have employees ranging in age from their late teens to their 70s.
Chapter 3 “ Inconsistent Application of Organizational Policies by Supervisors”
How millennials are managed, recruited and organizational policies have remained the same since the 1970s and what needs to change.
Chapter 4 “Culture of Favoring Seniority”
Not promoting within the basis of skills, credentials, competencies and merit. How you are treated is based on how long you have been there.
Chapter 5 “Opportunities for Advancement”
Millennials regard the potential for advancement and career progression as one of their key priorities when choosing to work for you. Ninety percent of them told me this was important to them. In this chapter we will take a closer tool at their expectations and try to understand what they want from you as their employer, what strategies you can implement that match their expectations and which align with your business objectives.
Chapter 6 “Baby Boomer Culture and its impact on Millennials”
Need to rethink management styles with the wants and needs of the new generations.
Chapter 7 “Communicating with Millennials”
Workplace communication is now more important than ever especially post pandemic and the return to the new normal. What changes need to take place in how your supervisors communicate with millennials.
Chapter 8 “Training & Development”
My aim in this chapter is to highlight what Millennials are saying about your efforts in this domain and if you are getting the outcomes from your investment. Personal career development is of primary importance to your millennial employees.
Chapter 9 “Compensation and Affordability”
Compensation is closely tied to recruitment and retention of employees in the workplace. Potential employees will review your compensation package to ensure it is competitive before accepting your offer. Millennials are unhappy about the compensation package being offered to them.
Chapter 10 “Purpose over Pension and Work-Life Balance”
This chapter will be about my reflections from the thousands of formal and informal discussions I have had with Millennials over the past few years and through the research and writing of this book. I have reflected much especially as I started to write this book and the words were inked onto paper about Millennials as a generation and the changes they are bringing to the world and especially to our industry.
Chapter 11 “ Innovative Solutions for Recruitment and Retention”
This chapter will focus on giving you and your organization the tools to become future ready, today.
Labor Crisis in Hospitality, Tourism and Event Industry
Finding Innovative Solutions for Recruitment and Retention of Millennials
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