HOSPA's Revenue Management programme is profiled through Joel Graham of Goldsborough Hall, whose training led to expanded responsibilities covering sales, reservations, and revenue.
Hotel Manager Marsela Loulai, who rose from waitress to hotel manager, argues the industry must engage colleges to reframe hospitality as a genuine career, not a stopgap job.
Travelodge expanded its 'Care to Career' programme to Manchester, offering care leavers aged 18-30 a four-day employability bootcamp with guaranteed interviews, following a successful 2024 Liverpool pilot.
A focus on employee well-being can translate to reduced turnover and burnout. Middle management needs to be provided training and education as well as experiences that enables them to be continually learning and growing. Managers and front-line leaders need knowledge, experiential learning opportunities, application practice time plus learning tools that focus on decision making to help create better work environments.
Supervisors and department heads are the bridge between executives and frontline employees. They may indeed be the most consequential leadership layer because they must translate policies, staffing decisions, service standards, and culture into actual workplace practices.
This is what happens when organisations treat people as numbers on a spreadsheet. Line and middle managers absorb some of the most demanding aspects of hospitality work: pressure from senior leaders and owners, the emotional needs of their teams, and the expectations, and sometimes unacceptable behaviour of customers.Good hospitality companies do exist, and many understand this reality.
Rosewood Foundation's Rise to the Table residency returns in London, March 7-13, 2027, offering emerging female hospitality talent leadership coaching, peer networking, and a year-long mentorship with a senior Rosewood leader.
Lecturers at Hotelschool The Hague argue hospitality schools must embed VR simulations, AI prototyping, and Makerspace environments into curricula to close graduates' digital skills gap.
I've long been a believer in the model - Happy Staff-Happy Guest- Profitable Business.My personal view is that this is where the real solution lies. As an industry we are reasonably good at measuring things. Although I don't believe we are as good as measuring the right things together.
Improving retention is certainly good news, but retention alone does not tell us whether employees are committed to their organizations. During economic uncertainty, some employees may practice “job-hugging,” staying primarily because changing jobs feels risky.
Building a hospitality business team means to create community not just jobs. Business and employee performance needs to focus on the delivery of great service and support the establishment of sustainable hospitality environments (good for the environment, good for the community and good for business).
A roundtable podcast covering staff wellbeing, career development, and regional collaboration in Kent hospitality, featuring voices from Champneys Eastwell Manor, HOSPA, and Hospitality Action.
Hospitality’s growing role as a talent pipeline for luxury retail, private healthcare, wealth management and the wider experience economy reflects not a failure to produce people, but the opposite: the industry develops highly transferable capabilities that many other sectors now actively seek.
The hospitality industry and its education arm have been fighting the battle for business credibility for many years. We “hospitality” has typically been seen as offering jobs on the way to something better, a specialty function that anyone can do.
This is proof that human connection - critical to a guest experience in a hotel or resort - is everlasting. Neither AI nor Covid 19 can take down the power of the "emotional human touch" of welcoming people into our establishments.
A national survey of 451 Greek hospitality workers finds formal employment standards often exist on paper but fail in practice, with low pay, unpaid overtime, and weak worker voice widespread across the sector.
New Regent's University London research finds 80% of hospitality recruiters pass over graduates for lacking work readiness, with soft skills and practical experience cited as the critical gaps.
As the technologist in the room looking through the lens of the melding of industry workforce and the application of technology, I find this development curious for a number of reasons:AI Singling Out: It's interesting to see the specific technology of AI singled out.
The recent court ruling highlights an important principle: AI adoption should not be a labor replacement solution. The more meaningful question is how AI can help employees work smarter, more efficiently, and ultimately more effectively.Hospitality has always been a people-centered industry.
Hospitality has never been just about systems, processes or efficiency. It has always been about people. The ruling highlights an important point: AI may change how we work, but it should not change what hospitality stands for.As an industry, we should not see AI only as a way to reduce labour costs.
Hotelschool The Hague becomes the first Dutch hospitality business school to earn a QS 5-Star rating, with an employer reputation score of 85.4/100 in the 2026 QS World University Rankings.
EHL student and Young Hospitality Summit president Ilona Guérin argues Gen Z hoteliers are driven and passionate, but warns formalising "generation translator" roles would widen, not bridge, the gap.
EHL's Dr Sowon Kim uses AI-powered role-play avatars to train hospitality leaders in high-stakes interpersonal skills, and discusses loneliness, empathy, and her Women in Leadership programme.
Maria Haggo, brain health strategist and ex-hotelier, argues that staff burnout and dysregulated nervous systems directly undermine guest experience, and that psychological safety is a practical fix.
Label Gamelle, founded in Paris in 2020, employs homeless people and refugees as its first job in France, turning surplus food into 2,500+ meals daily while achieving 80% housing and employment outcomes within 18 months.
UN Tourism partners with Fundación Mahou San Miguel to offer 2,000 free training places for Spanish hospitality professionals via WhatsApp messaging.
We as an industry need to focus on careers and not only jobs. What we have found is that a solid education in hospitality including an internship can prepare people for any service sector career opportunity, hospitality and tourism, retail, healthcare etc.
Hospitality’s talent crisis is not about supply; it is about signalling. For too long, the sector, still dominated by fragmented, family-run SMEs, has relied on informal narratives and outdated assumptions about “passion” and “hard work,” rather than articulating a compelling, modern value proposition.
The perception issue is compelling. Perception matters, especially among Gen Z, but it is often shaped by lived experiences, labor market signals, and what students observe through internships, part-time jobs, and social narratives.Based on my experience working with students, many are not aware of the variety of career opportunities in hospitality.
Regent's University London research finds 58% of hospitality recruiters prefer hiring graduates with personal referrals over cold applications.