New skills

One of the questions was about the outflow of personnel from the sector. In the Netherlands, we have 752,270 employment contracts within the leisure sector. The National Data Alliance calculated an outflow from the sector of 20.4% of employees in 2022. That therefore seems to be a major problem. The question was: 'Why are all those people running away?'. Fortunately, the answer was a bit more nuanced than this intense figure suggests. Because there is not only outflow but also inflow and flow. The inflow is 29.9% and the throughflow is 7.2% in 2022. See the arbeidsmonitor gastvrijheidssector for the complete picture and definitions. Although these figures have been stable for years (with a deviation during the coronavirus pandemic), they do show that it is quite a job to get the employee base up to standard every year. And this certainly causes problems in a tight labour market as we know it now.

There are several reasons for this high outflow:

• Many young people in the Netherlands have a holiday job or part-time job in the leisure sector. This concerns temporary work.
• The leisure sector is often seasonal. The peak is normally in summer. The winter months are quiet, which means that some entrepreneurs close their businesses (e.g., campsites) for several months or reduce opening hours (e.g. beach pavilions). This situation also encourages temporary employment contracts.
• A career perspective and the desire for more stability play a role in changing jobs and leaving the sector.
• The sector is not known for good employment conditions.

The figures are therefore explainable, but undesirable.

As mentioned, the labour market is currently extremely tight. This ensures that employees have a choice of jobs. This is a relatively new development that entrepreneurs are not used to. In addition, the work mentality of the young Generation Z is different from what the (older) employer sees as a good work ethic. This young generation is looking for flexibility between work and leisure and attaches great importance to themes such as respect and diversity. Creating memorable experiences is high on the agenda, followed by making money. Furthermore, these young people are often committed and want to make a difference in the field of sustainability, among other things, so that they too can have a good life. This causes misunderstanding. L'histoire se repète.

Another topic that was discussed during the interview is the skills needed to do the job well in the future. A much-discussed theme in the research world. Because the type of work in the leisure sector will change. Consider transitions in the field of digitalisation, sustainability, and social development. How do we ensure that today's employees can also perform their work well and with pleasure in the future? And what skills should trainers convey to their students to prepare them for a career in the leisure sector? Research into these 'skills' and the resulting 'skills gap' has been conducted at the European level for several years. Collaboration between the business community and educational institutions is necessary to share knowledge about this and come up with solutions. Determine together what the curriculum of a training course should look like so that a young professional can be of value to his new employer and guests. And above all, to experience job satisfaction. In this way, we may limit the outflow.

It strikes me that we tend to look at the employee. This person must change, adapt his skills, and work mentality and develop throughout his life to perform in the rapidly changing world. But is this the only solution? What about the employers?

A while ago I spoke with a seasoned recreation entrepreneur about the tight labour market. And he said, 'We have to educate bosses. We need innovators with new talents and an appropriate character. Then the employees will also come more easily.' This 'reverse' way of thinking appealed to me. Even more so because this way of thinking was recently confirmed. For research into nature and recreation, the HZ Coastal Tourism Knowledge Center spoke with several recreation entrepreneurs who feel a great passion for nature. They translated this enthusiasm into all facets of their company. They said that they have no problems finding staff. They receive calls from young people asking if they can come and work there. Because they share that passion for nature. A great example that shows that the character of the employer and his drive to make the world a little more beautiful are of great importance. Fortunately, this topic was also discussed in Hardenberg and we ended the conversation with a positive feeling.

Simone Romijn
Theme manager human capital for CELTH and Project manager at HZ Coastal Tourism Knowledge Center