In the first part of this article we have seen some practices to reduce turnover in the hospitality industry taking action in the first three main causes. Here below we analyze the aspects to find out other keywords and start to applying in the daily operations.
4 – it is a management matter
One of the main reasons why people decide to leave hospitality industry is because of the poor human relationship with the management (Gallup – 2018). From the manager, and either coworker point of view, the meager attention to the human relationship in the workplace creates emotional embarrassment often hard to manage. For this reason, today, many managers still accede to top positions more by seniority rather than for competence and often without receiving adequate trainings for the position. Nonetheless, their daily role in spreading company culture on a daily basis is essential for the quality of the workplace environment and to reduce the turnover.
5- It is a second-best job
Except for the luxury brands, working in the hospitality industry is often the second-best choice. People looking for a job choose this field only to assure their economic needs and, at the same time, companies hire employees not so interested in pursuing a future career with them. This common low value perception creates a widespread disengagement with the result that engaged people decide to sail away for the industry rather than coming closer.
It is a task of the companies first to add value to their workplace as environment to be chosen in order to attract people that will embrace this job with passion, love and motivation.
6 – Skills and development plans
When at work we successfully use our competences and skills, we feel proud of ourselves, realized and full of confidence. Talents working in the hospitality industry are often driven by the desire of develop and grow up with their own skills and, if they are not able to expand them in the workplace, then they will surely look for a new employment.
The Hotel and Lodging Association is reporting that the 52% of young people affirms that an attractive company is the one that offers career development. This means that the performance review meeting are not enough, as they need to be implemented with coherent development paths, personalized and actively monitored as part of a management action oriented, heartly oriented to create the leaders of tomorrow.
We can recap what has been written in these two articles, that aim to reduce the turnover in the hospitality and suggest to take action in these macro-areas:
RECRUITING: communicate clear expectations and work conditions, and be sure to hire people with real passion and right skills for the job they are applying for, in order to feel comfortable in the workplace
MANAGEMENT: reinforce middle management leadership, training and engaging them actively in the hiring process, evaluation and giving feedback to candidates. Encourage managers to a daily attention to the company culture, monitoring activities and related results in terms of retention
DEVELOPMENT: present to potential candidates a coherent development and internal training plan is the reason why a company differentiates itself and is chosen by employees. Candidates are more willing to stay in a balanced company where they can be guided from mentors who teach them the job and where they can get a good work-life balance.
As seen, to reduce the turnover and give value to one of the most important industry all over the world, it is simple as it is: give concrete importance and focus on the people, in a business where the mission to be at people’s service.
And what are your thoughts?
Have a nice day,
Hospite team