全球饮料服务业评估报告

Understanding the strengths and challengesof the sector to enable employers to bridgethe gap to success About the report •Quantitative online survey conducted, completedby hospitality drinks industry employees todetermine perceptions of roles, challenges facedand things employers can do to increase support •Employees qualified for the survey if they wereover 18 and currently work in the industry (or haveworked in the industry within the last 6 months) •Sample size: 743 •Fieldwork conducted: February – April 2025 Report Content •Executive summary & infographic slides•Evaluating satisfaction in hospitality roles•The importance of mental health support•Diversity, equity and inclusion•Enhancing safety in the workplace•Career progression•Improving retention rates The hospitality drinks industry is more than just a job, it’s an industry where employees canbuild long-term, successful careers – even for those who fell into the industry Fell into theindustry Key findings: •Whether employees enter the hospitality industrydriven by a clear passion or simply fall into it bychance, the journey often leads to the samedestination.•Those who start with a strong sense of purpose feelfulfilled in their roles as it meets their expectationsand those who enter more incidentally, oftenwomen, frequently develop and discover a passionover time.•As employees spend more time in the industry, theirroles increasingly align with long-term career goals. This group have a pre-existing strong passion forhospitality and find a role thataligns with their careeraspirations, they already seehow hospitality roles suitsand benefits them. These employees join theindustry by chance, with ahigher proportion of females.This group frequently go on todevelop a passion for theindustry, indicating thatpassion can be discovered. So what? The hospitality drinks industry is perfectly placed tobuild long term careers. As employees gain experience,their sense of purpose and alignment with the industrygrows, showing that with the right support, passion andcommitment can be nurtured over time. Two-thirdsof employees go on to build lasting careers in theindustry, whether they entered with a passion for hospitality ordiscovered it along the way. There is a critical period where retention is at risk so this is the key milestone where effortsshould be focused on improving training to alleviate burnout, and defining career pathwaysto support progression with tangible tools There are still serious challenges to address, employees need more than policies, theyneed genuine support, clear processes, and trusted contacts they can turn to when issuesarise Employees need to feel genuinely supported with clear processes, visible action, and trusted contacts who can help when issues arise. For challenges likeharassment or discrimination to be effectively resolved, the industry must prioritise accessible reporting, consistent follow-through, and a culture wherespeaking up leads to change. Building trust starts with showing that concerns are taken seriously and acted on. Fixable gaps are holding the industry back, there are clear steps that employers can take tonurture employee career journeys 1.The critical period represents a pivotal opportunity: byproactively offering tailored training, clear developmentpathways, and meaningful progression during this phase,employers can strengthen employee commitment.Addressing these needs earlier helps employees visualisea future in the industry and increases the likelihood of thembuilding long-term, fulfilling careers. 1.Critical periodwhere risk ofemployees leavingcan be lessened byincreasing trainingand progressionearlier on withincareer journeys 4.Clear, structured pathways for career progressionwill be essential to build alignment with employeecareer goals and therefore promote retention. Byoutlining transparent steps for advancement,employers help employees understand how they cangrow within the company and the industry. 4.Progressionprocesses can be madeclearer to employeeswith structuredmentoring to increaselongevity and buildlong term career loyalty 2.Training can beenhanced so thatemployees feel theyreceive adequatesupport and have fullconfidence in their roles 2.Improve training programs to be more comprehensive bygoing beyond basic training, providing clear next steps forcareer progression, leadership development, and specialisedskills to ensure employees are well-equipped for success.Offering hands-on, real-world training that is directlyapplicable to day-to-day responsibilities will also fosterengagement and retention. 3.Industry competitions and awards serve as powerfulmotivators, providing employees with opportunities toshowcase their skills, gain recognition, and foster a senseof accomplishment. By making these competitions moreaccessible and encouraging participation, employers canboost morale and engagement. 3. Employees should begiven access to andencouraged to completeindustry competition