In today’s fast-paced hospitality world, many individuals have risen into managerial roles without the necessary skills or experience to succeed. These “accidental managers” often ascended to leadership positions due to factors like tenure, strong work ethic, or simply being in the right place at the right time. However, when their job titles didn’t align with their skill sets, they are finding themselves struggling to advance in their careers.
Accidental managers are facing significant challenges in the hospitality industry, with some accidental managers mistaking ambition for ability, but the two are not the same. While they may have excelled in their previous roles, they often lacked the essential leadership, communication, and strategic thinking skills required to manage a team effectively. Many didn’t recognise their skill gaps, and without self-awareness, they continued to push forward without seeking the development they needed, resulting in frustration and stagnation. This disconnect between job expectations and personal abilities makes it difficult for them to progress, leaving them overwhelmed by responsibilities like decision-making, conflict resolution, and team management.
Unfortunately, many accidental managers remain unaware that their lack of development is preventing their growth. Without actively seeking leadership training, mentorship, or self-improvement, they were unlikely to achieve the success they aspired to. This will lead to burnout, disengagement, and a sense of failure. Their inability to grow is keeping them stuck in roles that no longer aligned with their capabilities, stalling their career growth and goals.
This issue is particularly critical in the hospitality sector, which is facing a crisis of skilled leadership. High turnover and rapid growth have led to an increased reliance on individuals promoted into management roles without the proper training. As a result, hospitality businesses are struggling with inconsistent guest experiences, high staff turnover, and operational inefficiencies, ultimately affecting their bottom line.
To address this challenge, the hospitality industry needs to invest in accidental managers for the future. Providing targeted leadership training, mentorship, and development programs will help bridge the gap between their current skill sets and what’s required for effective management.
For the long-term success of the industry, businesses must prioritise leadership development to strengthen their management teams, reduce people leaving our industry out of frustration, and improve service standards. By investing in the growth of accidental managers, we can ensure they have the tools to succeed, overcome initial struggles, and ultimately progress in their careers, creating more effective leaders and fostering a stronger, more sustainable industry which we are proud of.
How as an industry we must act on this:
As an industry we can no longer afford to overlook the fallout caused by accidental managers and the lasting repercussions it is having on the future of the hospitality industry. The impact of these ill-equipped leaders extends beyond immediate performance challenges; it is eroding the overall calibre of hospitality professionals, stunting the growth of future leaders. As these accidental managers struggle to bridge the gap between their current skills and the demands of their roles, the long-term consequences are felt across teams, guest experiences, and the broader industry.
If this issue is not addressed, it will continue to undermine the potential of new generations of professionals and hinder the industry’s ability to thrive in an increasingly competitive environment.