There is a crowd not seen in hotel lobbies, meeting rooms, or on LinkedIn pages: the general manager candidates. Some carry the burden of years of experience, while others are bursting with the desire for rapid promotion at a young age. However, there is only one problem facing this crowd: the limited number of available hotels. This limitation is creating a silent crisis in the sector.
Between Experience and Youth
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Experienced GMs: Have managed crises, know financial statements by heart, earned the trust of brands... But they are high-cost.
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Young Candidates: Energetic, innovative, lower-cost... But they haven't yet seen the big storms.
The desire of young professionals for rapid promotion leads them to a point of no return. Once they step onto the stage as a "general manager candidate," they no longer want to return to a lower position. This confines them to the same pool as experienced GMs. The result: a surplus of supply and a locked system.
The Impact of Investments and Global Brands
Investments have recently continued, and the presence of global brands in Turkey is increasing. These brands alleviate part of the problem by guiding investors to the right candidates based on specific criteria. However, the supply-demand imbalance persists. This is because the brands' guidance is only effective within their own ecosystems; the situation is different in independent hotels.
The Lack of a Professional Law
The absence of a tourism professional law can lead hotel owners to make unqualified choices. If such a law existed:
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Investors would turn to qualified managers.
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GMs would receive the salaries they deserve.
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Standards in the sector would rise.
This law, desired for many years, is still awaited. However, at least a certification and scoring system could be implemented for GMs. Training and certification programs supported by the Ministry of Tourism could ensure the right candidate is matched with the right salary. A satisfied GM leads the property they manage to satisfying results.
Education and Preparing Future Generations
Many academic staff teaching in tourism faculties today are composed of individuals who have pursued an academic career without executive experience in the sector. This situation results in future tourism workers graduating without being prepared for the real dynamics of the industry.
In contrast, experienced general managers who have dedicated years to hotel management, overcome crises, negotiated with investors, and managed under difficult circumstances could fill this gap.
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Opportunities to teach in faculties.
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Case studies and crisis scenarios for students.
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Mentorship chains to guide young people on their career journey.
The departure of experienced GMs from the sector without transferring this knowledge and experience would be a great loss. Hotel management is not just a profession learned from books; seeing how leadership is executed under challenging conditions is one of the most valuable lessons for future leaders.
Ministry Support and Mentorship
Experienced general managers can play a role not only in educational institutions but also directly in properties.
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Experienced GMs can be directed to hotels facing problems through Ministry-supported programs.
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This mentorship support improves the performance of the properties and partially addresses the employment issue.
Thus, the surplus GMs cease to be "waiting candidates" and transform into a source of knowledge and leadership for the sector.
Solutions
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Stepped Career Paths: Controlled advancement for young people through intermediate positions like "Deputy GM" or "Hotel Manager."
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Mentorship: Experienced GMs coaching young professionals.
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Cluster and Seasonal Models: Seasonal GMs in resorts, Cluster GMs in cities.
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Transparent Salary Bands: Clarifying expectations.
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Certification and Scoring: Official classification for GMs, ensuring the right salary and the right match.
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Ministry-Supported Training and Property Mentorship: Experienced GMs transferring knowledge both in universities and on-site at properties.
