Harri and CGA’s Working in Hospitality survey, which surveyed over 500 hospitality employees from various kitchen settings, shows that a person’s work environment really does matter. Over 65% of hospitality employees say they chose the right industry, reporting that hospitality offers a “good and worthwhile career.”
However, while these numbers show growth and a positive future for the food industry, the research also shows some concerning statistics. At least two out of five of the surveyed staff are weighing their options—do they leave the hospitality industry and pursue other options or continue to develop their food service careers?
A natural answer would be to explore other opportunities. If you aren’t satisfied or are unsure how to progress in your current career, broadening your horizons is typically a good idea. In today’s working climate for hospitality, specifically food service, many businesses still struggle to retain and hire the needed staff. The National Restaurant Association’s 2024 State of the Restaurant Industry reported that 45% of restaurant owners and operators say they don’t have enough staff to satisfy their current demand from customers.
Pathway development, something we value highly at Culinary Services Group, is the way to avoid dealing with staffing shortages and the constant struggle to find motivated, well-trained people to hire. In short, this is the intentional creation of structured career advancement opportunities that empower employees to progress from entry-level positions to leadership roles within an organization.
We’ve given you our best practices for employee retention, but now we’re breaking down how to create manageable, efficient pathways for your staff to continue their career in your SLC for years to come.
Pathway Development Starts with a Partnership
Everyone wants to be valued in the workplace. Some of the most successful businesses make all employees feel like they’re a part of the organization’s central mission rather than a strict hierarchy. The more you emphasize the “boss and subordinate” mindset, the harder it is to get staff to feel settled and comfortable in their position.
On the other hand, an environment where all staff work together helps create a hive mind of sorts, increasing a sense of ownership among team members. When your staff feel invested in the success and overall well-being of the residents in your SLC, they’re more likely to take pride in their work, stay motivated, and, most importantly, remain a member of your team. Flexibility, authenticity, growth, and familiarity are all the core principles that distinguish exceptional senior living communities from others for employees.
Let’s look at some ways to create and promote opportunities for pathway development in your community.
How to Create Pathway Development in Your Senior Living Community
As we’ve established, creating pathway development in your senior living community requires intentional investment in your staff’s growth and future. This intentionality begins with you — the more genuine you are as an employer, the stronger your relationships will be with your staff. Establishing a good rapport and trust with your staff is the key to building a solid foundation to sustain pathway development in long-term care.
However, your investment doesn’t stop there. Just as person-centered care is foundational to delivering exceptional resident experiences, a person-centered approach to staff development is essential for pathway development. This means understanding each employee’s unique strengths, interests, and aspirations and tailoring support to meet their needs. Saying “good job” and moving on isn’t enough.
But what are some actual strategies for starting this process? Let’s start with an example. If you have ten kitchen employees who express interest in wanting a refresher course on additional kitchen safety skills, listen to them. Offer training to ease their concerns and help them become confident that they’re performing their job duties to the best of their abilities. By doing this, you’re providing growth and career advancement by making room for professional development opportunities.
Here are some additional suggestions for implementing pathway development for your senior living kitchen staff.
- Cross-training programs to help employees learn new skills and become more versatile
- Performance evaluations that provide helpful feedback and clear goals for improvement
- Employee ambassador programs to promote employee referrals and internal support
- Mentorship programs that pair experienced staff with new employees for guidance
- Clear career path plans that outline opportunities for advancement
- Regular meetings and coaching to ensure employees are on track with their goals
- Give employees the freedom to make decisions and take ownership in their position
Why Does Pathway Development Matter in Long-Term Care?
As a long-term care community leader, you’re undoubtedly invested in helping your residents enjoy the later chapters of their lives. Just like you want to make them feel comfortable and empowered, it’s important to take the same approach when considering the longevity of your staff’s career. Pathway development in food service doesn’t just provide a welcoming work environment; it also contributes to your resident’s sense of security, safety, and trust in their care. Consistency and a familiar face go a long way in long-term care, but that doesn’t happen without your investment in your staff.
Other benefits of pathway development are:
- Reducing employee turnover, increasing the stability of your long-term care community
- Boosting staff loyalty and trust in your business
- Giving employees a purpose and building enthusiasm
- Creating stronger leaders
- Paving the way for seamless transitions for staff in entry-level positions to management and beyond
If these benefits sound enticing to you, and you’re ready to take the next step in making your senior living community a more employee-focused environment with pathway development, we want to help! Contact CSG today to speak to one of our team members about our food service management programs and staff support systems.
