The shift to remote working and the post-pandemic hiring frenzy have made it increasingly easier for hospitality workers to change jobs in search of better opportunities, signaling problems for businesses that depend on this. workforce.
Fifty-eight percent of hospitality workers say they plan to quit their jobs before the end of 2021, according to Joblist’s most recent quarterly US Labor Market Report. Twenty-four percent said they would not have quit their last job if the pandemic had not occurred, and 25% of former hospitality workers say they would no longer want to work in the industry .
“In general, the pandemic has created an opportunity for hospitality workers – many of whom have been laid off or lost their jobs – to reassess their employment situation and consider other career options for the future. ‘future,’ said Kevin Harrington, CEO of Joblist. “A significant percentage are clearly taking advantage of this and are looking for better paid, less demanding and more flexible jobs. “
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The hospitality industry, which includes restaurants, bars and hotels, has always been faced with high staff turnover, but the additional stressors caused by the pandemic have dramatically worsened working conditions for workers. Forty-five percent of hospitality workers who have kept their jobs report lower job satisfaction than before the pandemic, citing difficult customers (38%), inflexibility of schedules (34%), COVID-19 risk (23%) and physical demands (23%). ) as the reasons for their dissatisfaction, according to the report.
“At the same time, an even higher percentage signals low pay and a lack of benefits for not wanting to come back,” says Harrington. “A demanding job, with health risks and low financial potential is a difficult combination compared to many other potential roles. “
And hospitality workers have a plethora of new – and better – options to turn to, Harrington says. Combined with increased wage competition spurred by companies like Amazon – which recently raised their average starting wages to over $ 18 an hour – attrition rates are expected to remain high unless employers increase wages, add or improve benefits, and no longer provide flexibility in schedules.
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If they don’t, employers will have to continue raising wages and actively recruiting to fill their vacancies, Harrington warns, which means increased expenses for employers and lingering understaffing issues. Although they can be costly in the short term, the aforementioned solutions will offer a potential route for fill positions quickly while saving money on recruiting and training costs.
“The balance of power is shifting more and more towards the workers in this market,” says Harrington. “Employers will have to adapt to stay competitive. Otherwise, the turnover will remain high.