YOUTH CATERING AND HUMAN RESOURCES

 

Catering, Youth and Human Resources: Focus on Generation Zeta and Alpha.

Yesterday’s round table on the occasion of the #direfaremangiare meeting, moderated by Massimo Andreis, our Chef Vincenzo Butticè, professor of Food and Wine at the Olivetti Institute of Monza and Deputy Vice President of APCI in his speech shared some reflections on the criticality of finding young human resources in the restaurant sector.

Among the speakers:

• Andre Sinigaglia ALMA Director General,
• Mauro Benincasa is the founder and CEO of HQFood&Beverage
• Moreno Faina – Director of illycaffè Coffee University, Trieste
• Luca Malizia – Cofounder and Alice Ausili – HR Manager of MIXOLOGY Academy in Milan
• Jeannette Bondaz Chairman of the Board of Directors of École Hôtelière De la Vallèe D’Aoste

The Chef, Vincenzo Butticè ..

In recent years, the catering sector has experienced a significant crisis in finding young human resources, in particular cooks and waiters. This criticality has emerged as one of the main challenges that restaurateurs have to face, with direct implications on the quality of service and the long-term sustainability of activities. A crucial aspect of this issue concerns the specific characteristics of Generation Zeta and Alpha.

1. Fragility of Generation Z in Restaurant Employment

Generation Z brings with them a number of specific fragilities in the restaurant work context, which can pose challenges for both young workers and employers.

1. Stress and Work Pressure The restaurant industry is known for its hectic pace and high level of stress. Generation Z, accustomed to a digital environment and often less physically demanding, may find it difficult to adapt to these conditions. The pressure to maintain high service standards, handle demanding clients, and work under tight deadlines can lead to a high level of stress and burnout.

2. Need for Feedback and Support Members of Generation Z seek regular and constructive feedback. However, in the restaurant industry, managers are often too busy to provide ongoing mentoring and detailed feedback. This can lead to feelings of insecurity and dissatisfaction among young workers, who may feel neglected or not adequately supported.

3. Search for Meaning and Fulfillment Generation Z wants their work to have meaning and contribute to a greater good. However, restaurant work can be seen as monotonous and meaningless if it is not linked to a broader company mission or social values. This misalignment can cause low motivation and high turnover among young workers.

4. Expectations of Flexibility Accustomed to a flexible and customizable world, members of Generation Z expect the same in their work environment. However, jobs in catering often require fixed shifts and irregular schedules, which can clash with this generation’s expectations of flexibility. This can lead to difficulties in balancing work and personal life, further increasing the level of stress and dissatisfaction.

2. The Characteristics of Generation Alpha

Generation Alpha, made up of those born from 2010 onwards, is just starting to enter the world of work. Even though most of them are still too young to work, it’s important to consider their emerging characteristics and how these will affect the restaurant industry in the future:

• Digital Natives: Growing up with digital technology from birth, Generation Alpha has an innate familiarity with technological tools, which could transform the way restaurants and customer service are run.
• Sustainability Values: They are much more aware of environmental and social issues than previous generations, and will prefer to work for companies that share their values of sustainability and social responsibility.
• Need for Meaningful Experiences: This generation is looking for work experiences that are not only cost-effective, but also meaningful and rewarding on a personal level.

3. The Importance of Intelligence and Emotional Maturity

In the context of catering, emotional intelligence plays a crucial role. This skill includes the ability to manage one’s emotions, understand and respond to the emotions of others, and maintain healthy interpersonal relationships, all of which are essential skills in a high-pressure work environment such as catering.

• Stress Management: The ability to manage stress effectively is crucial for maintaining a positive and productive work environment. Workers with high emotional intelligence can better navigate through daily challenges and maintain a positive attitude.
• Empathy and Customer Relations: Waiters and cooks with high emotional skills are more adept at creating positive experiences for customers, understanding and responding to their needs and preferences in an empathetic way.
• Team Cohesion: Emotional maturity helps to build a cohesive and collaborative team, reducing interpersonal conflicts and improving communication within the work group.

4. The Quality of the Educational Offer of Hotel Institutes

Another determining factor in the criticality of finding young human resources is the quality of the training offer of hotel institutes, which play a fundamental role in the preparation of future catering professionals.

• Updating Programs: Hotel institutes must continuously update their curricula to meet the needs of the labor market, including new technologies and culinary trends.
• Emotional and Relational Skills: In addition to technical skills, training programs should emphasize emotional intelligence, stress management, and interpersonal skills, preparing students to handle the complex dynamics of restaurant work.
• Internships and Practical Experiences: The possibility of internships and practical experiences in high-quality restaurants is essential to allow students to apply what they have learned in a real-world context and to develop a greater awareness of the daily challenges of the sector.

5. Learning Processes: Inductive Model, Experience, and Error

An effective approach to learning in hotel school training programs can make a significant difference in the preparation of young professionals:

• Inductive Model: This approach, which starts from the observation of specific cases to formulate general principles, helps students to develop problem-solving and adaptability skills, which are crucial in the restaurant industry.
• Experience: Experiential learning, which engages students in practical and reflective activities, allows them to acquire skills in a deeper and more meaningful way. Working directly in the field, including through simulations and real projects, increases awareness and professional effectiveness.
• Error Handling: Teaching students to see mistakes as a natural part of the learning process and as an opportunity for growth, rather than a failure, can increase their resilience and ability to face challenges.

6. Motivational aspects

Motivation is a crucial aspect of attracting and retaining young talent in the restaurant industry. Understanding and responding to the motivations of Millennials and Generation Alpha can make a big difference.

• Recognition and Appreciation: Feeling recognized and appreciated for your work is essential to keep motivation high. Recognition programs and rewards can incentivize young workers to perform at their best.
• Growth Opportunities: Offering clear paths to professional development and opportunities for advancement can motivate young people to see a long-term career in the restaurant industry.
• Positive Work Environment: An inclusive, collaborative, and supportive work environment can increase job satisfaction and motivation.
• Team Building Initiatives: Team-building activities can improve relationships between team members, increasing cohesion and motivation.
• Constructive Feedback: Providing regular and constructive feedback helps young workers grow professionally and feel valued.

7. Strategies to Attract and Retain Zetas and Intrigue the Alpha Generation

To address the criticality of finding young human resources, it is essential to adopt strategies that respond to the specific needs of Millennials and Generation Alpha, enhancing emotional intelligence, improving the training offer and integrating motivational aspects:

• Improving Working Conditions: Implement policies that promote work-life balance, offer flexible working hours, and create a healthy and sustainable work environment.
• Offer Professional Development: Invest in continuing education and emotional skills development programs, clearly showing opportunities for growth and career within the industry.
• Promoting Corporate Culture: Create a company culture that values emotional intelligence and rewards stress management and empathy, making the workplace more attractive to Millennials and the future Alpha Generation.
• Adopting Technology and Sustainability: Implement advanced technological tools to improve efficiency and adopt sustainable practices that attract the values of Generation Alpha.
• Collaboration with Hotel Institutes: Establish partnerships with hotel institutes to ensure that curricula are aligned with market needs and provide high-quality internship and apprenticeship opportunities.
• Motivational Initiatives: Integrate recognition programs, professional growth paths, team building and constructive feedback to keep young workers motivated

In summary

The Chef concludes: The crisis in finding young human resources in the catering sector is a complex challenge that requires a multifactorial approach. Taking into account the specific fragilities of the Zetas, the emerging characteristics of the Alpha Generation, focusing on intelligence and emotional maturity, improving the quality of the training offer of hotel institutes, implementing effective learning processes using inductive models, experientiality and positive error management, and integrating motivational aspects can make a significant difference in attracting and retaining young talent. Through improved working conditions, investment in training, and a shift in the perception of the industry, restaurateurs can create a work environment that not only attracts Generation Zeta, but also sets the stage for the future Generation Alpha.

Useful external sources:

• LinkedIn – Millennials in the Workforce
• Forbes – The Characteristics Of Generation Alpha
• Harvard Business Review – Emotional Intelligence
• World Economic Forum – The Future of Jobs Report