Managing the mid-life career

Mid-career training is vital for hospitality managers as it not only provides them with a fresh perspective towards work but also leads them to identify other avenues to make a smooth professional transition. By Sanjeev Bhar

If hospitality hearsay is to be believed, then only one out of 10 persons joining the industry reaches the senior management level, owing to the high dropout rate. The majority tends to shift to other industries within the first five years itself. If this is a familiar refrain, then understanding the root of this high attrition rate assumes importance. It is de facto related to the stagnancy that creeps into tasks and forces people to look beyond this sector outwards. Yet, in the realm of logic, it is visible in almost every vocation. In this context, the middle management level is more prone to stagnancy. This is attributed to the fact that during this phase professionals find it difficult to learn and sometimes, fear to take on challenges that could propel them out of this rut. This directly affects their work efficiency and reduces their will to identify with the job at hand. How does a hospitality professional weather this lull? The answer lies in offering them regular training which will impart them with the necessary skills. This not only helps those individuals to achieve personal growth, but also proves to be a boon to companies as well.

A sense of direction

As the years pile up, along with experience, for mid-level managers, they ultimately hit a ceiling in which the learning process ceases. This, despite the fact that the top management efforts towards top line growth through acquisitions and business development open manifold opportunities. Lower cadre staff, on their end, try to imbibe as much experience to climb up the ladder. In the midst of this dynamism, the mid-level workers remain sandwiched and lose balance. In order to stem this, management these days are keen to offer guidance. Lemuel Herbert, associate VP (Education) & GM, The Park Bangalore, says, "Mid-level staff always look to shift their career either within or outside the industry. Due to this, it is vital to provide them with a sense of direction through right training techniques, providing them with the right perspective." The various programmes designed at the corporate level focus on mid-level managers. These motivate them to align personal career goals with organisational objectives.

Also, Dale Carnegie India offers various executive development programmes for corporate and mid-level managerial staff. Ashish Misra, vice president of the organisation says, "Today, the mental aptitude of an individual is considered key to organisation's progress. In such a scenario, companies are increasingly looking at imparting learning to mid-level managers so that they can inculcate business skills. The idea is to assist growth, which is related to both mental aptitude and knowledge. This will also reflect in their contributions to the company and the resulting profit." The organisation works on the people side of the business growth and it is 'the' focus in today's challenging environment.

Education and cross-training

Cross training is essential to explore a professional's capabilities. "Latent talent can be nurtured and managers can be well-trained in other areas as well. This is one way we can curb attrition in the mid-level of the management," says Misra. A multi-skilled professional is well equipped to handle pressure better and this also helps in future career explorations.

Along with psychological inputs, core technical training becomes indispensable in order to help professionals find footing in other areas. Therefore, cross training is being given weightage to allow people to shift their area of work and make use of their hidden talents. Says Herbert, "We at Apeejay Institute of Hospitality have started a supervisor executive development programme, which would be helpful for our internal recruitment purposes as well. Couple of internal programmes in our hotels focus on knowledge, which in turn contributes to honing leadership qualities in an individual. In this area, a lot of emphasis is laid upon current trends and future business potential." Domain knowledge is considered a must. Any additional knowledge that helps professionals shift from one department to another is encouraged. "We are very open to the idea of cross-training and are very flexible and let an individual spell out his preference to work in a certain department," adds Herbert. An added benefit of this is that a multi-skilled individual has more opportunities than a department-centric person.

Outside the hospitality domain

According to most professionals who have been with the industry for long, or those who have shifted to other vocations, hospitality professionals by default are capable of performing jobs well outside this domain. Still, most hospitality pros leave the industry to establish themselves professionally in other fields that are nevertheless linked with it.

Misra explains, "Hospitality professionals are very keen learners and can adapt in most situations owing to their professional orientation. They are known to be hospitable and good communicators, which goes in their favour and thus opens myriad options to pick from for those looking for a mid-career shift."

The hospitality sector is waking up to this and is offering continuous support to the middle-level work force. Mincing no words, Herbert says, "Today, hospitality professionals are getting an opportunity in facility management, administrative work zones, travel, and even in the corporate sector owing to their ability to handle pressure at all levels and being very open to change." Thus with the middle management going back to school, new avenues will open for them.