July 2010 • Hotelier Middle East www.hoteliermiddleeast.com

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And thesurvey says…The Hotelier Middle East Salary Survey 2010 provides a fascinating insight into the earning potential and job satisfaction of hospitality professionals in the region. Jamie Knights reports

Hotelier Middle East • July 2010www.hoteliermiddleeast.com

SALARY SURVEY31

NUMBER CRUNCH

Of respondents said they believed their salary was below the global average

46.2%

Conference & banqueting: 4Receptionist: 6Reservations: 4Housekeeper: 9Maintenance: 2Management: 87Sales and marketing: 24PR & communications: 14HR: 17IT: 5Finances: 12Procurement : 7Head/regional offi ce: 8Other front of house: 7Other back of house: 8

The breakdown of level of role is as follows (n=249):Director: 41Senior manager: 17Executive manager: 24Regional manager: 6General manager: 40Manager: 52Assistant manager: 29Full-time employee: 38Part-time employee: 1Trainee/apprentice: 1

The breakdown of the age of respon-dents was as follows (n=249):

21-30 years: 21.3%31-40 years: 41.8%41-50 years: 27.3%51-60 years: 8%60+ years: 1.6%

Open to hospital-ity profession-als across the region, 249

people took part in the Hote-lier Middle East Salary Survey

2010 during the month of June. Despite all the doom and gloom

of the last year and a half, it was great to see that there were still that many people left in the industry.

All jokes aside, when compared to the inaugural salary survey in 2009 — which took place just as the global economic downturn engulfed the Middle East — the results provide a fascinating and clear depiction of how the tumultu-ous year has changed sentiment.

THE RESPONDENTSOnce again, there was a large mix-ture of respondents to the survey, with the majority holding manage-ment and sales and marketing roles.

F&B was represented in various roles with the sector providing 38 of total responses.

Of the 249 respondents that took part in the survey on HotelierMid-dleEast.com, the breakdown of the roles was as follows (n=249):Chef: 22Food Service: 10Bar staff: 1Kitchen porter: 1

WHAT IS THE TYPICAL MONTHLY REMUNERATION FOR THOSE WHO WORK IN THE UAE, BUT ORIGINATE FROM WESTERN EUROPE?

Less than US $1500: 2.9%

US$ 1500 - 3000: 5.9%

US$ 3000 - 4500: 5.9%

US$ 4500 - 6000: 5.9%

US$ 6000 - 7500: 14.7%

US$ 7500 - 10,500: 29.4%

US$ 10,500 - 13,500: 17.6%

US$ 13,500 - 15,000: 2.9%

US$ 15,00 - 30,000: 14.7%

(N=40)

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MONTHLY REMUNERATIONThe impact of the downturn on salaries can be seen when compared to the 2009 survey. Those earning less than US $1500 rose from 9.5% of respondents to 12.7%. Further-more, those earning $1500 to $2000 increased from 21.8% to 22.4%, while those earning $3000 to $4500 dropped from 18.7% to 16.6%.

However, while it could be argued that many middle-range earners witnessed salary decreases, there were signifi cant gains in the high-earner categories.

The number of respondents earn-ing $7500 to $10,500 increased from 6.7% to 13.7%. Some possible causes of the apparent drop in mid-range salaries could be explained by mid-management redundancies and a pushing of salaries both up and down with job title repositioning.

When looking at the competi-tiveness of their salaries, 66.5% of respondents thought their pay was average for the region, however, much like the 2009 survey revealed, 46.2% believed when compared to their global counterparts, their pay was below average.

DESPITE MANY PEOPLE HAVING A YEAR THEY WOULD LIKE TO FORGET, A LUCKY 49.3% RECEIVED

A PAY RISE IN THE LAST 12 MONTHS

PAY RISES AND PROMOTIONSDespite many people having a year they would like to forget, a lucky 49.3% received a pay rise in the last 12 months. Just over a quarter of respondents (26.9%) were also pro-moted in the same period.

WHAT IS YOUR TYPICAL MONTHLY REMUNERATION (INCLUDING ALL EXTRAS)?

WHEN DID YOU LAST RECEIVE A PAY RISE?

Less than US$ 1500: 12.7%

US$ 1500 - 3000: 22.4%

US$ 3000 - 4500: 16.6%

US$ 4500 - 6000: 12.7%

US$ 6000 - 7500: 5.9%

US$ 7500 - 10,500: 13.7%

Less than 6 months ago: 32%

US$ 10,500 - 13,500: 8.3%

Between 6 months and 1 year ago: 17.3%

Between 1 year and 2 years ago: 26.9%

Between 2 years and 3 years ago: 17.3%

US$ 13,500 - 15,000: 1.5%

US$ 15,000 - 30,000: 5.4%

US$ 30,000+: 1.0%

More than 3 years ago: 6.6%

(N=205)

(N=197)

However, for more than half of those who took the survey (52.3%) it has been more than two years since they were last promoted.

A further 40.6% are assuming they will be getting a promotion within the next year, with 36%

thinking they will be promoted between one and two years.

A rather pessimistic/realistic/lazy 8.1% concluded it will be more than three years before they expect a promotion. However, this fi gure includes those at the top of the pile!

NUMBER CRUNCH

of respondents think it will be more than two years before they are

next promoted

23.3%

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WORKING CONDITIONSIt is very rare that a hospitality job is ‘nine to fi ve’ and 65% of respon-dents work more than 50 hours a week, with 29.9% working 40 to 50 hours. However, these fi gures rep-resent a drop from 67.5% and 28% respectively last year.

THE GOOD NEWS IS THAT THOSE LOOKING TO THE FUTURE WITH

COMPLETE CONFIDENCE HAS RISEN FROM 45.3% TO 51.6%

A PALTRY 6.3% SAID THEY WERE

COMPLETELY HAPPY

EMPLOYEE SENTIMENT Employee sentiment has produced a mixed bag of results when com-pared to last year’s survey.

The good news is that those look-ing to the future with complete confi dence has risen from 45.3% to 51.6%. Almost 40% of respondents in 2009 said they felt less secure than they did six months before, but the 2010 survey has revealed that 15.2% feel more secure than they did 12 months ago.

Interestingly, the number of peo-ple who are anxious over keeping their jobs has increased from 8.8% in 2009 to 12.5%. However, this was

Furthermore, those working less than 30 hours a week rose from 0.6% to 1%.

Although these are certainly long hours, 71.9% of respondents received more than 25 days’ holi-day a year, a further 17.9% claim-ing 21 to 25 days’ holiday.

offset by a reduction in those who believe they will be made redundant in the next six months from 3.7% to 1.6% and a drop in those who have

already been told they will be made redundant from 2.7% to 1.1%.

While 34.2% said they would leave their current job for a higher

salary, unsurprisingly this fi gure rose to 55.8% if you only look at those who thought their salary was below average for the region.

NUMBER CRUNCHThe percentage of people earning $10,500 or more

who would move for a more prestigious position40.6%

ONCE YOU HAVE THE MONEY, YOU GO ON THE SEARCH FOR PRESTIGEThe more you earn,

the more prestige becomes important rather than remuneration.

OCCUPATIONAL SENTIMENT

I look forward to the future with complete confi dence: 51.6%

I feel more secure than I felt 12 months ago: 15.2%

I feel less secure than I felt 12 months ago: 17.9%

I am anxious about keeping my job: 12.5%

I believe I will be made redundant within the next 6 months: 1.6%

I have already been told I will be made redundant: 1.1%

(N=197)

Hotelier Middle East • July 2010www.hoteliermiddleeast.com

SALARY SURVEY35

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Of sales and marketing respondents who felt their monthly remuneration was below the global average

62.5%

SALES AND MARKETING IN FOCUSLast year we put a spotlight on the GMs, but in 2010, sales and market-ing gets deeper analysis.

More than 80% of the sales and marketing respondents were below 40 years old and 50.1% came from either Lebanon, the UAE or West-ern Europe.

Although 22.4% of all respon-dents registered an average monthly salary of $1500 to $3000, the fi gure was far higher for sales and mar-keting (43.8%). However, 31.3% of respondents said 0—5% of this remuneration was made up of com-mission and bonuses.

Interestingly, while 19.6% of all respondents said they were com-pletely happy in their current job, only 7.7% of sales and marketing respondents could say the same.

Furthermore, while 33.2% of total respondents said they would leave their current job for a more presti-gious position, a whopping 61.5% of sales and marketing respondents

said they would jump ship for the same reason.

While 29.1% of all respondents expect a pay rise of more than 10% within the next year, 50% of sales and marketing respondents are looking forward to a signifi cant rise in their remuneration.

One thing is clear, those in sales and marketing roles are more opti-mistic than the group as a whole.

Hotelier Middle East • July 2010www.hoteliermiddleeast.com

SALARY SURVEY37

0.0 0.5 1.0 1.5 2.0 2.5 3.0 3.5

HOW THE MONEY MAKES A DIFFERENCEWhen you look at the difference fi nancial rewards make in senti-ment, the fi ndings would suggestion a fairly strong link between amount of pay and job satisfaction.

No real surprise, but something employers should take note of, espe-cially when you consider 19.6% of total respondents said they were totally happy in their current job and only 34.2% would leave their current job for a higher salary. However, when you focus on the respondents who earned less than $1500, a paltry 6.3% said they were completely happy, with 62.5% stat-ing they would leave their current job for the higher salary.

While 46.9% of those who were in the lowest pay category actually felt they were totally loyal (posting a fi ve out of fi ve rating), 68.8% felt their company only showed a rating of three out of fi ve or less for loyalty to them. This negative view was 10.4% higher than the total respon-dents fi gure.

For 70.2% of those earning $3000 or less, better training schemes were rated as extremely important or a

deal breaker when considering a move to another company. High on the agenda was pay, with 86.4% claiming the wage was extremely important or a deal breaker.

These fi gures are in direct con-trast when compared with those who earn $10,500 or above a month – only 22.6% rating training schemes as extremely important or a

deal breaker. Only 68.8% put wages in the same categories of priority.

Considering the cost of training, a balance between pay and happiness is key when tackling remuneration.

WHAT HAVE WE LEARNED?While raw data is not an answer in itself, trends can be observed.

The hospitality industry is more optimistic about the future than it was a year ago, when people were uncertain as to how the economic crisis would develop.

Yet this optimism is offset by a concern over job security. It is little wonder that people are more anx-ious, many having seen colleagues either made redundant or relocated.

However, normal sentiment appears to be returning. Roughly the same percentage of people expect promotions and pay rises as they did in 2009. Whether or not they get them remains to be seen.

Those who earn the least are look-ing for ways of improving their situ-ation and have therefore placed a greater amount of importance on training, respect and remuneration.

Those who already earn a healthy monthly wage are not so concerned with training, although money still plays a part, but they are looking at the reputation of the company they would work for.

It will be interesting to see if 2010 proves to be the year many believe it will be. But, for now, we will leave you with our favourite comparison.

While 57.6% of respondents earn-ing under $3000 would leave a job for a higher salary, only 12.5% of those earning more than $10,500 would do the same.

However, 40.6% of people earn-ing $10,500 would leave for a more prestigious position, while only 22% of respondents earning under $3,000 would move for the same reason.

It would appear that once you have the money, you go on the search for prestige – happy hunting whichever you are chasing. HMEHME

OPTIMISM IS OFFSET BY A CONCERN OVER JOB SECURITY

WHAT WOULD BE THE MAJOR DRIVING FACTORS IN ACCEPTING A NEW JOB WITH A DIFFERENT COMPANY?

Financial incentives (salary/cost of living)

Better training schemes

The reputation of the company

More professional respect

Promotion prospects

More loyalty from employer

People earning less than US $3000

People earning more than US $10,500

2.32

2.07

2.11

2.18

2.09

1.85

2.48

2.06

2.48

3.03

2.61

2.13

RATING AVERAGE (OUT OF 5)