Plugging the huge shortage of staff in the hospitality sector is a narrative we’ve been grappling with for years now. People are no longer surprised to hear that there are more than 100,000 vacancies in hospitality at any one time, nor that the proportion of vacancies has increased by 48% since the Covid-19 pandemic (UK Hospitality).
Today’s education sector is marked by a constant struggle to retain and motivate teachers. As teachers leave the field and succumb to stress and burnout, students are the ones who pay the price. To address this issue, administrators and policymakers are coming up with new strategies to attract, retain, and motivate their teaching staff. This article will delve into these strategies, providing a comprehensive guide of the most effective solutions for retaining and attracting teachers, based on extensive research and expert insights.
The last time we did our CEO pay study it was pre-Covid, and things were looking very bright. Then the bottom fell out. Now in a post-Covid environment, it’s interesting to see some companies experiencing total recovery, while others have faced longer structural change. For example, public hotel companies, by and large, have had stock prices completely recovered, versus cruise lines, which have seen stock prices that have remained depressed by nearly 50%. Likewise, CEO pay has rebounded in a similar fashion.
Rector of HES-SO and president of swissuniversities, Dr Luciana Vaccaro, presented her priorities in the evolving higher education landscape and looked at ways of strengthening the collaboration with EHL at this important moment in time. Against the backdrop of global challenges, tech advancements and changing paradigms in teaching and learning, three overarching themes emerge as the critical pillars supporting the strategic trajectory of modern higher education for both HES-SO and EHL: internationalization, digitalization and continued learning - Welcome to the future of higher education!
To increase your chances of getting hired in hospitality, it's important to make sure your resume showcases the skills that are valued by both human recruiters and AI-screening bots. Make sure you highlight these 11 hospitality skills to stand out from other applicants.
In today's ever-evolving corporate landscape, embracing diversity and fostering inclusivity has never been more crucial. As the VP of People Services at Newport Hospitality Group, I am deeply committed to leading the charge in cultivating a culture where every voice is heard and everyone is valued.
In education, one fundamental truth stands out: no two students are alike. They come from diverse backgrounds, possess varying abilities, and learn in unique ways. Recognizing and accommodating these differences is not only crucial, but imperative for fostering inclusive and effective learning environments.
The success of the hospitality sector depends heavily on its ability to provide outstanding visitor experiences, which is mostly dependent on teamwork. In a time when client happiness is crucial, a team's combined effort becomes the key to success. This synergy enhances the efficiency and productivity of the service delivery and fosters an environment where innovative solutions to guest needs are born. Collaborative teams in hospitality can adapt more swiftly to the dynamic preferences of guests, ensuring personalized and memorable experiences. Moreover, when a team works in harmony, it leverages the diverse skills and perspectives of its members, leading to a richer, more nuanced approach to guest service.
Preparedness is a key element of effective hospitality. Guests at your hotel, resort, or other activity or accommodation should feel safe and looked after at all times. It’s crucial that your hospitality staff is also equipped to handle emergency situations. Learn how to train employees to assess risks, prevent adverse situations, and respond swiftly in times of crisis.
Like many of you, I have several meaningful quotes framed and either hanging on a wall or standing upright on a shelf in my office.
In a world where specialization and linear career paths have long been celebrated as markers of success, the notion of being pluripotential was often overlooked or even viewed as a weakness. In fact, in today’s society, promotions, accolades, and recognition typically gravitate towards individuals who have mastered a specific domain and have a clear trajectory mapped out for their careers. Consequently, those who deviate from this traditional model may find themselves marginalized or undervalued, their diverse skill sets and broad interests dismissed in favor of more narrowly defined expertise.
The hospitality industry is no stranger to evolution, and after surviving the chaos of the COVID pandemic and the aftermath, hoteliers are much more adept at pivoting as new trends and developments push the hospitality industry in new directions. 2024 has already ushered in a great deal of change, as consumer booking trends change and many of the top global economies experience contractions, but as always, there will be many other shifts that will impact the hospitality industry over the coming years; one of the most significant changes that we are currently experiencing comes with the entry of Gen Z into the workforce, which requires hoteliers to take a fresh look at both their management and operational strategies.
I have to start by articulating my jealousy of my home state of California. Have you ever watched the weather report in a SoCal city like San Diego or Los Angeles? I can remember turning on the television as a young boy and finding myself baffled as to why the weather person had a job. Rain might ruin some plans but generally things are just fine - over and over again.
As Women’s History Month ends, I am reflecting on the progress we’ve made toward gender inclusivity and the empowerment of female leaders in hospitality. Several years ago, we published a report with Castell, that showed that women held more leadership positions in commercial functions than the hospitality industry as a whole. We can use the upcoming Commercial Strategy Conference (slated for June 24th – 27th, in Charlotte) as a litmus test to these advancements. The conference shows a significant shift from the association’s origins as a male-dominated group—a sign of progress worth celebrating.
Anyone who has ever worked for any organization has heard how important “culture” is to the operating environment. Because the word is used so loosely, the significance of organizational culture is often misunderstood – the oxygen that feeds the soul of a company can be taken for granted and mishandled by its most senior leaders. Culture is professed on webpages and in handbooks as being the embodiment of mission, vision and values. But, too often, there is a disconnect between the written word and leadership behaviors – what an employee is told to believe and how to behave is not the same as what they experience.
In terms of breaking into new foreign markets, cultural sensitivity emerges as a pivotal factor in establishing trust and meaningful connections with customers rooted in their particular cultural identities and values. Based on a recent SBP, we discover the similarities and differences of three key global markets, (the UK, Japan and India), with special attention paid to the nuances that define them in the eyes of a Swiss luxury brand wanting to appeal to a new and diverse customer base.
With over 112,000 vacant positions awaiting fulfilment, the solution to the hospitality industry's staffing scarcity might have been apparent all along, urging us not to reflexively cast aside CV’s and explore alternative recruitment strategies and embrace diverse talent pools.1
Recent studies have proven that employees can be a major source of competitive advantage, but they must be managed effectively and considerately to reap those benefits. The industry presents unique challenges for employees and managers, such as long working hours, stressful customer interactions, seasonal rushes, and working on weekends. On top of these challenges, the industry is currently facing a talent shortage, making talent management even more critical.
Switzerland may be small in size, but it is home to the world’s most innovative economy, ranking first in the world according to the World Intellectual Property Organization's 2023 Global Innovation Report. It’s also the kind of place where an apprentice can one day become a President of the Swiss Confederation, a CEO of the largest Swiss banking institution in the world or a Director of one of the country’s biggest open-air music festivals.
In a recent interview for the Guardian, the famous Hollywood star Jodie Foster said that Generation Z is “really annoying” to work with. Her comments have contributed to the ongoing debate regarding Gen Z’s work ethic. According to FOX news, it seems that Generation Z does not have the same spirit of abnegation, demands higher pay, and is more concerned about their work/life balance.