SEASONED PROFESSIONAL BARTENDERS often express frustration over the lack of skill of new hires who also exhibit little desire to learn or accept guidance. This post is in follow up to my last one on the expertise gap between bartenders, but also points out a few reasons why “amateur” may not be the correct word to describe new hires who neither seem to particularly enjoy bartending, nor display any particular passion for it – and yet, they are compensated at the same rate as someone more highly skilled, better trained, fully dedicated, while at the same time not being held to the same standards.

This post attempts to delve into the question of “Skill Levels: Amateur vs. Professional” to help create a mechanism for coping with and methodically improving situations at work. This post, combined with my previous one, should provide some helpful guidelines and a path forward.

What follows is purposefully written NOT to focus ONLY on bartenders, but to paint a broader picture meant to point out what a normal diagnosis and potential cures looks like across a broader spectrum of fields. Hopefully everyone involved (you, the owner, guests, co-workers etc) will benefit from something you read here.

QUESTION:
What is the difference between an amateur and a professional?

ANSWER:
The difference between an amateur and a professional generally lies in skill level, commitment, and often the financial aspect of their pursuits.

Amateurs engage in an activity primarily for enjoyment and passion rather than for financial gain. They may have other full-time occupations and usually do not receive significant payment for their activities. While amateurs can be highly skilled, they often have less formal training and fewer opportunities to hone their skills in a competitive or rigorous environment compared to professionals.

Professionals, on the other hand, are typically engaged in their pursuits as a full-time occupation and receive monetary compensation. They often have formal training and a higher level of expertise in their field. Professionals are also expected to adhere to higher standards of conduct and performance, as their livelihood depends on the quality of their work.

The distinction isn’t just about the level of skill, but also the commitment to the activity as a source of livelihood and the dedication to continuously improve within that realm.

QUESTION:
Are professionals paid more than amateurs?

ANSWER:
Yes, typically professionals are paid more than amateurs. This is primarily because professionals have turned their skills into a livelihood, often investing in extensive training and dedicating significant time to mastering their field. This level of expertise, along with the responsibility and consistency required in a professional role, usually commands higher financial compensation.

Amateurs, on the other hand, engage in activities more for personal enjoyment or passion and less for financial gain. They may receive some remuneration or none at all, depending on the context of their activity. For example, in sports, amateur athletes might compete in local leagues where no or little money is involved, while professional athletes compete in leagues where salaries and endorsements can be substantial.

QUESTION:
How much greater is the rate of compensation of professionals over amateurs?

ANSWER:
The rate of compensation for professionals compared to amateurs can vary widely based on the field, level of expertise, market demand, and geographic location. In general, professionals can earn significantly more than amateurs because their income is tied directly to their work in that field, while amateurs might not be compensated at all or only receive nominal amounts. Here are a few examples to illustrate the differences:

1. Sports: Professional athletes can earn salaries that range from thousands to millions of dollars annually, depending on the sport and level of competition. This is in stark contrast to amateur athletes, who might only receive compensation in the form of small stipends, reimbursements for expenses, or no money at all.
2. Arts: In fields like music or painting, professionals who have established a market for their work can earn substantial incomes through sales, commissions, and performances. Amateurs, however, often do not earn money from their art and might even incur costs for supplies and classes without any expectation of financial return.
3. Science and Academia: Professional scientists and academics are typically salaried employees of institutions like universities, research labs, or corporations. In contrast, amateur scientists may engage in research out of personal interest without any financial compensation.
4. Technology: Professional software developers, for instance, are compensated with salaries, benefits, and sometimes stock options or bonuses, depending on their role and the company’s policies. Hobbyist developers might create software in their spare time for personal satisfaction, contributing to open-source projects without direct payment.

The exact multiple by which professionals out-earn amateurs depends on many factors, but it can be substantial, especially in fields where professional status is associated with high-paying opportunities and endorsements.

QUESTION:
What is the best route for a professional to take when working with unenthusiastic amateurs who fail to take guidance?

ANSWER:
When a professional encounters unenthusiastic amateurs who are resistant to guidance, navigating the situation carefully can help improve outcomes and collaboration. Here are some strategies that might be effective:

1. Establish Clear Objectives: Start by clarifying the goals and expectations of the project or task at hand. Make sure everyone understands the purpose and the benefits of achieving the objectives. Clear goals can sometimes motivate reluctant participants.
2. Foster a Collaborative Environment: Encourage an inclusive atmosphere where all participants feel valued and understood. This can involve more listening than directing. Ask for input from the amateurs to make them feel involved and respected, which can increase their buy-in and enthusiasm.
3. Adapt Communication Styles: Recognize that amateurs might not be familiar with industry jargon or professional norms. Use clear, simple language and provide context to make guidance more accessible and relevant.
4. Provide Training and Resources: Sometimes lack of enthusiasm stems from feeling overwhelmed or incompetent. Offering training sessions or resources can empower the amateurs and reduce their anxiety about the tasks at hand.
5. Lead by Example: Show your commitment and enthusiasm for the work. Professional demeanor and passion can be contagious; demonstrating your investment in the project might inspire others to match your energy.
6. Set Up Incremental Goals: Break down tasks into smaller, manageable parts with achievable milestones. Celebrating these smaller successes can boost morale and engagement.
7. Give Constructive Feedback: Provide feedback in a way that is helpful and encouraging rather than critical. Highlight what is going well, and suggest improvements in a supportive manner.
8. Understand Their Motivations: Engage in discussions to understand why the amateurs might be unenthusiastic. Addressing their specific concerns or motivations can help align their interests with the project goals.
9. Reassess Involvement: If all else fails, it might be necessary to reassess the participation of the amateurs. If their involvement is crucial, consider different roles that might better suit their interests and skills.

By implementing these approaches, a professional can better manage a group of unenthusiastic amateurs, potentially transforming their attitude and improving the overall dynamic and outcomes of the project.

QUESTION:
Does this advice apply to situations where the amateurs receive payment equal to the professionals, but the amateurs are only there for the money?

ANSWER:
Yes, the advice can still apply, but with some adjustments to acknowledge the unique dynamics of the situation. When amateurs are compensated at the same level as professionals but are only motivated by the money, the challenge becomes motivating them beyond the financial incentive to engage meaningfully in the work. Here are some tailored strategies that might help:

1. Highlight the Impact of Their Work: Emphasize how their contributions fit into the bigger picture and the positive impact they can make. Understanding the value of their work might inspire a deeper commitment beyond just receiving a paycheck.
2. Establish Professional Standards: Set clear expectations about the quality and commitment expected, regardless of motivation. Sometimes, establishing high standards can push individuals to engage more deeply with their tasks to meet those expectations.
3. Create a Sense of Ownership and Responsibility: Encourage amateurs to take ownership of their tasks or projects. When people feel personally responsible for the outcomes of their work, they are more likely to put in effort and care about the results.
4. Incentivize Performance: Since financial gain is a primary motivator, consider structuring additional performance-based incentives. These could be tied to quality, efficiency, or creative contributions, providing extra motivation to exceed basic requirements.
5. Foster Peer Accountability: Encourage a team environment where peers motivate and hold each other accountable. Sometimes, social pressure and the desire to be respected by peers can enhance motivation.
6. Offer Professional Development: Provide opportunities for growth and advancement. Showing amateurs that there is a potential career path or additional skills to be gained can encourage a longer-term perspective beyond immediate financial rewards.
7. Personalize Engagement Strategies: Understand what personally motivates each team member, even if it’s outside traditional professional motivations. Tailoring your engagement strategies can make them more effective.
8. Review and Feedback Loops: Regularly review their work and provide constructive feedback. Make sure to acknowledge improvements and efforts to align better with professional standards.
9. Discuss Future Opportunities: Highlight how developing their skills and improving their performance could lead to future opportunities, either within the same role or in more advanced roles. This might help shift their focus from short-term financial gain to long-term benefits.

These strategies aim to cultivate a more intrinsic motivation and a professional attitude, even if the initial draw was purely financial. By addressing their broader interests and integrating them more deeply into the team’s culture and goals, you can potentially enhance their engagement and contribution.

A QUICK OVERVIEW OF WHAT WAS JUST COVERED:

When working with amateurs who are compensated equally to professionals but are primarily motivated by money, the challenge lies in engaging them beyond just the paycheck. To address this, you can:

1. Emphasize the broader impact of their work to inspire a deeper connection to the project.
2. Set clear professional standards to ensure they understand the expected quality and commitment.
3. Encourage ownership and responsibility for their tasks, which can increase their commitment.
4. Implement performance-based incentives to motivate them to exceed basic expectations.
5. Utilize peer accountability where team dynamics help enhance motivation.
6. Offer professional development opportunities to show potential for growth and career advancement.
7. Customize engagement tactics based on individual motivations, which can be more effective.
8. Conduct regular reviews and provide feedback, acknowledging improvements to foster a professional attitude.
9. Discuss future opportunities that could arise from enhanced performance and commitment, shifting focus from immediate financial rewards to long-term benefits.

These strategies are designed to foster intrinsic motivation and professionalism, helping to integrate amateurs more effectively into teams and projects despite their initial financial motivations.

IN SUMMARY:

In this conversation, we discussed the differences between amateurs and professionals, focusing on skill levels, commitment, and compensation. Professionals typically earn more due to their expertise and the financial structure of their careers, whereas amateurs often participate for passion without expecting significant financial return.

When professionals work with unenthusiastic amateurs, especially those who might be in it just for the money, the approach should be thoughtful. Key strategies include clarifying objectives, fostering a collaborative environment, adapting communication styles, and providing incremental goals and constructive feedback. For amateurs paid similarly to professionals but motivated solely by financial gains, it’s beneficial to emphasize the impact of their work, set clear professional standards, and possibly use performance-based incentives. Developing a sense of ownership and responsibility in their roles, fostering peer accountability, and offering professional development opportunities can also help deepen their engagement.

Overall, the goal is to enhance motivation beyond financial incentives, integrating amateurs more fully into the team and aligning their efforts with broader project objectives.