Hotel industry executives talk about manpower shortage: return to the employees themselves, and multi -party uses to improve the conditions

In 2022, tourism demand recovered, but the tourism industry still faced the problem of manpower shortage.

The shortage of manpower is not a problem that has occurred this year, but with the surging demand in Europe and the United States, the contradiction between the difficulties of airlines, hotels, and catering industry has intensified, and this problem is increasingly prominent. Borrowing Rosanna Maietta, Executive Vice President of the American Hotel and Accommodation Association (AHLA), is "more passengers than service staff."

Shiji Group has recently dialogues with experts in the global hotel industry to discuss the reasons for recruitment difficulties and how to attract and retain talents.

01

Follow the point to return to the employee itself

Experts believe that today's manpower shortage is the result of the combination of multiple factors. For a long time, the working hours of tourism have been high, and the working hours are not fixed. Due to the shortage of manpower, the workload of employees has to increase. In this way, once the employees were even more unwilling to enter the industry again. Low salary, long working time, poor welfare, and no time to belong to them ... These inherent labels make newcomers discouraged, and the tourism industry recruits people.

In the past two years, people have paid more attention to physical and mental health and the flexibility of working hours, which is also the primary consideration of job seekers.

Danica Smith, the product promotion director of Shiji Group, said that from the perspective of the employer, everyone's attention has also changed. In the past, managers paid attention to customer experience and rights, and the topic discussed now is how to reduce employee load and burnout, thereby increasing the retention rate.

02

Use multi -party forces to solve problems

Although the current situation is not conducive to hotel operators, there is no way to do it. There are always more difficult methods than difficulties.

There is a consensus in the industry: the government also plays an important role in promoting employment. It can meet market expectations through supervision, and enterprises themselves can also take action. Together the image of the entire industry is a key step to drive recovery.

You know, the hotel industry is a people -based industry, and it is a good start to provide support for employees. Provide reasonable compensation, enhance benefits, ensure flexibility, improve the path of career development, and create a real friendly and tolerant working environment. If companies can do this, employees will feel happy, so as to invest in work and better to work better to work better. customer service.

Hotel executive Gefferson Alves said that if employees are unhappy, they cannot make customers happy. Hotel owners should provide support and opportunities for employees, respect them, and pay reasonable salary. "We have to consider not just the development of the next five or ten years, but twenty years."

Alves also said that listening to the voices of employees can understand what they value. When employees do happily in a company, they will be more willing to continue working here, and they will even be very positive. Enterprises can also reduce waste of resources, reduce the cost of recruitment and training, and provide customers with better services, thereby enhancing the image of the entire industry.

Industry organizations can also provide support, as a resource library, share information, and help enterprises formulate strategic plans.

03

Taking technology as a tool to improve work efficiency

American science and technology research and consulting company Gartner released a report on how to attract and retain talents last year, which is also applicable to the hotel industry.

The report proposes key measures such as people -oriented, changing corporate culture, talent diversity, data analysis ability, and process automation.

Today, more and more technologies are applied to hotels and catering operations, such as process automation, robotics, payment systems, communication solutions, central booking systems, etc. Every link of hotel operations can basically improve. By collecting customer -related data, the hotel can analyze the service process and generate reports to make corresponding adjustments to better serve customers. The internal management of the hotel can also be improved through data analysis, and high -level management and strategic personnel can have more time to pay more attention to the general direction of future development.

Facing the problem of lack of manpower, hotels can be relieved by technology. Technology is not to replace manpower, but to help people improve work efficiency and experience.

It is necessary to increase investment and promote digitalization. This not only helps the hotel to achieve business goals, but also create a flexible working environment for employees to achieve a balance between work and life.

However, in the final analysis, the hotel industry belongs to the service industry. Development technology is not the ultimate goal. It only uses it as a tool to provide customers with high -quality services and experiences.

The measures mentioned here are only a big direction, but there must be a beginning of everything. The change in the industry's situation requires each company to take action separately, and these measures will eventually form a joint force to promote the overall industry to move forward.

Reference materials:

HOSPITALITY Staffing and the Labor Crunch: A Survey of Hoteliers and Industry Experts in 2022. (Shiji Group)

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