Travelling on the job is losing its appeal with overall work-life balance prized in a demanding industry. Photo Credit: iStock/designer491
The lack of young talent has been branded “the event industry’s next big crisis”, according to a recent report from Live Recruitment.
While the report is focused on the UK, a similar story resonates across the globe. An Events Industry Council global study from last year highlighted how lower salaries and high burnout rates risk driving younger talent away.
In Asia, meetings professionals say that the usual appeal of travel and dynamism are no longer enough to attract talents, who now seek work-life balance, professional development and greater meaning.
Natalie Crampton, director at TEC Events says: “When I think back to what attracted me to the industry around 20 years ago, it was the variety and the pace,” she says. “No two projects are ever the same. You are constantly working with different clients, different brands and different destinations, which keeps the role dynamic and engaging. There is also the opportunity to travel, experience incredible venues and access places and experiences that you might not otherwise have exposure to.”
What young talents want now
Still, Crampton acknowledges that the industry needs to evolve how it positions itself to younger talent. It is no longer just about the lure of travel, salary or a fast-paced environment.
“Clearer career pathways, genuine inclusion and a stronger sense of purpose make the difference between an industry that retains its next generation and one that sees them out the door.”
Manpreet Bindra, Asia leader, FCM Meetings & Events
“Increasingly, when I speak to students, both through my work and in my role as a university lecturer, what they value most is quality of life and work-life balance,” says Crampton. “This is high on their list of priorities, and as an industry we need to acknowledge that.”
Manpreet Bindra, Asia leader at FCM Meetings & Events says the talent ecosystem is undergoing significant transformation, redefining what attracts and engages the next generation.
“Companies failing to provide growth opportunities, space for innovation, and healthy work-life boundaries will face critical talent deficits,” she says.
“Winning strategies focus on robust mentorship programmes, ongoing professional development, and market-leading remuneration.”
She adds that younger professionals are seeking meaningful work that generates impact and drives value.
“Clearer career pathways, more visible progression, genuine inclusion, and a stronger sense of purpose – these are the things that make the difference between an industry that retains its next generation and one that sees them out the door,” she says.
Longer hours are putting younger people off, believes Max Boontawee Jantasuwan, founder and CEO of ETA Group, but he says this is not dissimilar to many other industries.
“The biggest holdback is long working hours, but it is similar to being a doctor or lawyer – you have to start hard and work hard at the beginning to make a success,” he says. “It may be that the prospect of travelling is not as attractive as it once was, particularly for younger people who have recently graduated and who may just want to make money. It might not be until later that they start to appreciate that travelling will fulfil their life experience more.”
“The biggest holdback is long working hours, but it is similar to being a doctor or lawyer – you have to start hard and work hard at the beginning to make a success.”
Max Boontawee Jantasuwan, founder and CEO, ETA Group
How realistic is the promise of work-life balance?
Events will always involve long hours at certain points, particularly around live delivery, but Crampton says there is an opportunity to rethink how to balance this.
“One of the advantages of our industry is that, outside of the event itself, much of the planning can be done remotely,” she says. “This opens up the possibility of more flexible working models and even a more location-independent or nomadic lifestyle, which is very appealing to younger generations.”
TEC recently launched its global freelance network in response to both client demand and talent expectations. It is seeing increasing requests from clients to deliver in a wider range of destinations, and the agency needs trusted people on the ground in those locations.
“It does not always make sense to have full-time teams everywhere,” says Crampton. “Our approach is to build a network of freelancers who go through our TEC Academy, which is a structured 40-hour training programme. This ensures that anyone representing us is equipped to deliver to our standards. At the same time, it offers individuals the flexibility to choose where and when they work, select projects that suit them, and build a career that aligns with their desired lifestyle.”
Such a model could play an important role in attracting and retaining younger talent in the industry. It combines the excitement and diversity of events with the flexibility and autonomy that many people are now seeking.