Talents too picky, or companies too demanding?

The other day I was discussing a controversial topic that keeps on coming out recently: restaurants, hotels, catering services treat their personnel poorly, it's a hard job, and there are no benefits. This point of view, portrayed by many news channels, hits on a fundamental point - which I find when talking to many companies in Europe: people want decent working conditions and something meaningful.

But these types of news approach the complex topic from one point of view only, and so the overall sense almost goes unnoticed.

If we speak in general, and not only of the catering sector, we have on the one hand the point of view we mentioned, and on the other hand a lack of personnel with market-appropriate characteristics. And, often, with very little willingness to accept anything other than "I want to do what interests me and gives me purpose".

OK, we do what we can, but the real world is different

Luckily, there are both companies and people in between who have a quite healthier approach, of course. The point is a total disconnect between these two extremes that is leading to the "great leave": people leaving jobs without any certainty behind them.

Solving this goes through a cultural transformation of both the society (and not just schools, universities, institutions) and companies.

Not easy.

To have a company that works like a well-oiled machine, you need two fundamental components:

1. A company Culture that attracts people, makes them feel like it's a great place to work, achieve, and stay.
2. Processes and Systems that allow people to perform smoothly, without wasting time and energy in unnerving inefficiencies: get on the bike and ride, without having to stop every 5 metres to fix the wheel, then the gear, then go back because a component is missing, then check the brakes etc.

For now, some are pushing to improve the "Future of Work" - or in more pragmatic terms: the way of working.

Starting from something small like me with Small-Medium Companies and articles, to something broader with organisations, conferences, frameworks... but being in contact with those circles, I have to say that being heard by those who have the possibility to change things is already a challenge!

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Until both workers and employees stay stuck in the mentality of one OR the other, (which comes from different models adherent to an older society), we will never get the optimal outcome.

Caring about the people AND consequently about the outcome is what not only brings steady results, but also allows attracting and retaining talents!

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If you are in a position to improve things in the company you drive, what is your strategy to address this huge risk?

Feel free to contact me to have a conversation on how to turn this challenge into a competitive advantage!