staff shortage - Reasons, Numbers, Solution

H.Genzlinger
Aug 17
3 min read

Staff shortages in the hospitality industry: Current figures on employment declines, skills gaps, and training numbers – plus strategies to combat staff losses.

So what to do if you have to act chronically understaffed and get no response from the usual job search? First of all, there is a reason why many cooks, kitchen help or service employees have turned their backs on the catering industry during the pandemic period and do not want to return. The unfriendly working hours for families and relationships are a fact, nothing can be done about that. However, in the working environment, in the payment and also in dealing with employees. In addition to the working hours, this is very often given as a reason. Even today there are restaurateurs who have no staffing problems whatsoever. Their team stayed together before and after the pandemic. In addition to the success-related payment, which is certainly a strong argument for employee loyalty based on a turnover or profit share for employees, the working atmosphere is often the reason that makes the difference. Both points are completely the responsibility of the restaurateur himself.

Figures and statistics:

Employment decline (2023 vs. 2019): -6.7% overall, for restaurants/cafés only -4.1% *Source: Federal Statistical Office.
Unfilled positions: Around 17,000 on average (2022/23) – that's 38.7% of all open positions in the hospitality industry *Source: Statistics from the Federal Employment Agency + 15 German Economic Institute (IW) + 15 Hamburger Abendblatt + 15.
Turnover: 39% of businesses experienced between 11% and 25% turnover; 44% cited turnover as their main problem *Source: Apicbase.
No signs of improvement: In 2024, only 21% of businesses reported no staff shortages (in 2022, it was only 3%) *Source: Apicbase.
Skilled worker shortage reduced, but still significant: According to "Die Zeit," hotels and restaurants are short of almost 9,000 skilled workers – 45% fewer than the previous year, but the drama remains. *Source: DIE ZEIT.
- Training trends (2024 vs. 2023):
- Hospitality specialist: +17.9%
- Chef: +6.5%
- Kitchen specialist: +47.8%
- Hotel specialist: +1.1% *Source: Hamburger Abendblatt + 15 dehoga-bundesverband.de + 15 BILD + 15

Possible measures:

1. Create more attractive working conditions

Fair wages & benefits: above-standard pay, bonuses for weekends/public holidays.
Plannable working hours: early shift schedules, no constant changes.
Work-life balance: introduce 4-day workweeks or flexible models.
Additional benefits: e.g. E.g., job ticket, meals, training vouchers.

2. Employee Retention & Corporate Culture

Transparent communication: regular feedback sessions, open team culture.
Offer career opportunities: training, internal advancement opportunities.
Show appreciation: praise, small bonuses, events for employees.
Participation: e.g., profit sharing or sharing tips fairly.

3. Promote Training & Young Talent

Increase training quality: good support, fair working hours for trainees.
Attractive training programs: combination with international assignments, dual study programs.
Employ trainee mentors in the company.
Campaigns: collaborations with schools, career orientation days.

4. Develop New Target Groups

Actively address career changers from other industries.
Attract older employees and returnees (e.g., part-time models for experienced employees).
International specialists: targeted recruitment abroad, integration programs.
Integrate students and seasonal workers more flexibly.

5. Digitization & Efficiency

Digital tools for staff planning, time tracking, and inventory management.
Self-service models: QR code ordering, digital menus.
Automation: Kitchen prep machines, cash register systems, robot support in service (pilot projects).

6. Employer Branding & Visibility

Build a strong employer brand: website, social media, reviews (Kununu, Indeed).
Employees as ambassadors: employee testimonials in recruiting campaigns.
Storytelling: authentic insights into the team and work environment.

7. Collaborations & Networks

Collaboration with HR service providers or job platforms for the hospitality industry.
Participation in job fairs and industry events.
Collaboration with hotel management schools and vocational schools.

We don't claim to be able to solve the problems; we simply want to provide some food for thought and approaches.

Conclusion:

The staff shortage in the hospitality industry is one of the biggest challenges facing the industry and won't be resolved overnight. However, businesses that react early can significantly improve their situation. Attractive working conditions, a strong employer brand, and the courage to explore new recruiting approaches are crucial – from targeting international specialists to leveraging digital tools. Those who also invest in employee retention and training not only secure qualified staff in the long term, but also gain a clear competitive advantage.