irregular and unsocial hours seem ok when young but deterrent to staying in industry - esp when having a family

managers identified practical form training such as polytech/trade schools was good, but those who got hospo diplomas or degrees often incorrectly thought they could bypass the grass roots work, which was not normally the case in hospo career development

Davidson and Timo (2003:7) found that the workforce in their study remained youthful (65.3 per cent of employees were aged thirty-four years of age or less) and relatively lowly paid, but were well-qualified with over 64.9 per cent of staff having post-secondary qualifications.

Although people gaining practical hospo qualifications may initially plan a career in the industry, after 12-18 months they can see limited pathways to management without degrees and therefore are more likely to plan to eventually leave the industry, with the exception of Chefs who see a more specific career path based on practical qualifications and experience combined.

tk is transfer through interaction, conversation, storytelling and shared experience - not policy /process which can be trained in a formal way

'Encultured tacit knowledge' is a key type of tacit knowledge that is vital to transfer in the golf club due to the generational difference between members and staff

when people really feel cared about, study shows they are 43% more productive that people who don't and 20% more than people who were just recognised when things went well

64% exit survey respondents left because they didn't feel appreciated

appreciation is more about recognising people - even when performance does not warrant recognition

start receiving compliments more graciously - just say 'Thank you'