In one of the latest articles we have seen how crucial for success is to engage emotionally the employees, especially in the hospitality industry. Gallup, in one of its recent research, indicated that the more the employees are engaged, the more they will spontaneously provide to guests an “extra mile” and “wow factor” service.
The same research shows also how the 87% of the employees is not feeling engaged by their organization: a result not to be underestimated.
Employees are the main actors of this survey and, in particular, the millennials. “Millennials” are born between 80s and 1996 and, based on Time Magazine news, within 2025 they will represent three fourths of workers. About 20 years of social, economic and technologic changings characterize this fragile generation, and for this reason, the relationship between millennials and hotel is worth for a deeper insight:
- the talent acquisition experts of ICIMS say that the 71% of millennials is seeking for a new job;
- ICIMS reveals also that the 66% of millennials postponed searching for a new job because they didn’t want to leave their colleagues, and this data shows how company culture is important for them;
- Hotel and Lodging Association reports that the 52% of millennials thinks that a company is interesting when it offers the possibility for a career development;
- a recent survey of SHRM shows that one third of new employees leaves its job after only six months. It means that a company has less than 180 days to engage an associate, to let him know what the company is expecting from him, to help him thinking about a long-term career path within the company and to allow him to perceive the positive quality of the company culture.
Three key consideration emerge from this data:
1 – NEW GUIDELINES FOR COMPANY OFFERING JOB OPPORTUNITIES
Most of employees are nowadays looking for something more than a payroll at the end of the month or the security of a permanent job. They are seeking a meaningful profession, whose allow them to build genuine relationships and will get value to their personal development. It is difficult for them to get everything they are looking for in a nicely wrapped benefit package, especially when talking about the deep personal belief why they choose THAT job: the multiple qualities of a strong company culture have to be communicated and reminded on a daily basis.
- Do you have a company culture? And how is it communicated within your company?
- How is your internal culture communicated outside your company in order to attract people who want to work with you?
- Who is in charge of recruiting in your company? Is he/she competent? How is recruiting managed?
2 – NEW NEEDS, OLD MANAGEMENT STYLE
A previously analyzed Gallup’s research reveals that the 70% of fluctuation in team engagement is to be ascribed to the manager for the following three reasons:
- perception that the team has toward the manager
- level of commitment of the manager
- real competences of the manager
We all know the power of a good coach. For example, when we practice sport, we intuitively know that the coach has a tremendous impact on fun, performance and the overall positive experience. However, when we go to work, we forget this nuance. People live teams. The aspects of an organization traditionally associated with the executive level (brands, values, mission, vision) are experienced by employees mainly through the quality of the relationship with their manager. Leaders imagine the culture, then it is up to managers to bring it to everyday life.
- Is manager behaviour respecting organization values?
- How much is discipline consistently integrated in the daily tasks?
- Are managers trained enough to be the managers?
3 – THE COMPANY CULTURE
The leader is not ever-present, the manager cannot always be there in every moment; and so, who is in charge to manage the behaviour and the dynamics within a team while they are absent? The company culture. The company culture is the set of values, rules, behaviour and features that represent the soul of a company and that will influence the life of an employee already from the recruiting phase. The company culture disciplines the collaborator behaviour when management is not present, and without a positive company culture, it will be hard for many employees to find the real value in their job. This may cause some negative outcomes for the internal company climate, the resource management and, consequently, for the profits.
- How important is for you to take care of your company culture in your hotel?
- How can you improve its quality?
- With which tools?
Have a great day,
Hospite team