Employee Retention Tips in Hospitality – Part I

From restaurants to hotels, the hospitality business is one of the largest in the world. Employee retention in the hotel business has always been difficult even though it has long been a common choice of employment.

It’s a well-known industry for having a high staff turnover rate. And when your staff goes, it costs you a lot of money. Turnover may have a negative and immediate influence on the entire office and employees, lowering productivity and engagement.

Here are five tips for Employee Retention: 

Hire Correctly From The Start:

• According to a survey, 35% of businesses that recruit new staff expect more employees to leave over the year. It’s not a smart way to start the hiring process if you already expect one-third of your recruits to depart!
• So, make sure you’re recruiting the proper people and don’t fall into that negative attitude. Many new hires say that if they were better informed about their work throughout the recruiting process, they would remain at a job longer.
• Be open and honest about your expectations of the recruit. Whatever you do, do not remove employment information just because you are frantic about the position to be filled. Transparency is essential when it comes to finding the ideal person for your organization.

Intelligent Onboarding Procedure:

• Don’t only ask how to keep staff or where to find fast victories; instead, go within. Particularly your onboarding procedure. Your recruits should be set up for success from the start.
• Make certain that you are not just teaching the recruit about their job position and duties, but also about the corporate culture and how they may flourish every day.
• Set targets for their coming weeks-months-years. Make sure they have every chance to speak with you about any questions or concerns they may have, and consider pairing them with a mentor if your plate is already full.

Acquire Mentors:

• When it comes to mentors, connect a recruit with a seasoned employee to increase the likelihood of employee retention. Your seasoned employee will be their finest resource, and the new worker will provide fresh eyes and a new perspective on how things are done.

• However, ensure that the mentor does not function as a supervisor; rather, they are there for recruits to depend on, to serve as a sounding board, and to welcome them to the business culture.

Give Employees Tools They Need:

• When some portions of your managers’ and HR personnel’s work, such as manual time tracking or record-keeping, are automated, they will be able to focus on more strategic objectives, such as employee engagement, employee experience, morale boosts, and so on. Essentially, they will be able to concentrate on what is truly important, your staff.

Communicate Effectively:

• When you have an open and healthy channel of communication, it is much simpler to retain employees.
• Employees should feel free to approach you with any suggestions, questions, or concerns. On the other hand, they want you to be open and honest with them about what’s going on in the firm and your performance. Make it a point to communicate with them frequently.
• Internal communication assists your staff in feeling “valued, fulfilled, and driven,” which raises morale and increases production in their job function.