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In our previous article, we went around the labor shortage in hospitality and tried to explore some of the reasons that led to this situation. In the second part of our series, we’ll give you a few tips on how to keep your staff happy and motivated. It is our firm belief that the best response to labor shortages is to retain existing employees.
Keeping talent in-house is a win-win situation for both parties, as it can provide a safe environment for your colleagues to learn and develop, while also saving a significant amount of visible and invisible costs that can be used to further encourage employees to stay. So, let’s take a look at what motivational strategies you can follow!
Without circumventing important topics, we will first address the issue of low wages in the hospitality industry in general. You, as a hotel manager or hotel owner, will have the hardest time swallowing this - especially now that revenues are sinking to unprecedented depths. However, this is something that is long overdue and needs to be talked about. Your employees need to be valued and compensated fairly, as they are your most important assets.
It can often be tempting to keep the best performers in the same position. This might pay out in the short term, but in the long term this is an inability to motivate hotel employees. The workers can easily feel that they are only a gear in the machine. If you are unwilling to invest in them, why would your staff invest in your company? Motivated employees need to know that the company is helping them advance and progress throughout their career. This is often valued more than a higher salary, so it can be a really effective motivational strategy.
For some, however, good pay and well-communicated career goals are not always the answer. In many cases a healthy work-life balance is far more important than a higher salary or a future title. Nowadays, a balanced lifestyle has become more important than ever for workers, as many people had time to prioritize and think longer-term at the time of the lockdown.
Therefore, a balanced and predictable workplace can be a much better motivational strategy in the hospitality industry than anything else. You need to acknowledge that your employees do have a life outside of work, and if they are consistently forced to work overtime, they will inevitably look for other offers.
Creating a decent, livable work environment is more important than ever. Perhaps the most important thing is for the employee to feel valuable, but there are other factors that need to be considered when creating the right work environment.
Employees want to enjoy being at work. There are a number of benefits available in a hotel, but these are often limited by management. Think about how much these small benefits can motivate a hotel worker.
Consider mental health as well. This does not get enough attention and definitely not as much as it should. As we have found, constant stress can put a serious strain on your employee’s mental state and overall well-being. By providing mental support, you can stand out from the crowd and help them with something they may not even know they need help with. Some of the more popular mental health benefits include:
Employees need to feel listened to and feel that their feedback is important. While this may seem insignificant to you, if you create a culture where employees feel comfortable to speak up within reason, you can keep them engaged and eager to stay with the company.
Micromanagement is harmful to morale and deprives employees of the opportunity to achieve better results for themselves. You need to focus on the results, not the process. It’s important to give clear guidance when giving someone a task, but you should always be very careful to leave room for them and give them feedback.
They may approach their work quite differently than you do, but the important thing is to have the result. Managers who apply a wide variety of petty rules run the risk of losing their employees to competitors. They have these rules because they are afraid of a drop in productivity, but employees often give their best performance when they are calm and have the opportunity to move on along with their own ideas.
People want to work for organizations they believe in. Most employees prefer to work in a place with a strong identity and internal culture, a company that defines its mission and has values that all employees believe in. If employees trust the company is moving in the right direction, they are less likely to leave.
Open communication is essential in building trust and nurturing a sense of ownership throughout the company. The new style of leadership does not rely on power to force people to do what they want. It is based on well-functioning relationships, transparency and trust.
A manager may be extremely talented in their field but unable to handle the nuances of management. For example, the skills that make an employee a great receptionist may be different from what a reception team leader needs to have. It is your job to provide training and guidance to your leaders in leading and directing their teams.
Of course, despite using all the motivational tools, sometimes an employee may choose to leave. If this happens, always make sure you know why they leave and if the decision is final, try the following steps:
We hopefully have managed to provide some useful tips on how to make your hotel more attractive for current and potential employees as well. In the next part of our article series we will explore some recruitment and hiring tips, so you have a better idea on how to find the best hotel staff to your already amazing establishment.
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