How can you improve social responsibility towards your hospitality employees?

In essence, your employees (like everyone else) want to know you care. This makes sense. In a sustainable establishment focused on long-term success and profitability the relationship between leadership and teams is a foundational aspect. Having a professional working environment and relationship is one thing. It is that little bit extra that makes the difference. Humanity does count. As leaders in the industry, we must understand our own value systems as we do those of all stakeholders. And if we find there are divides between these values, we need to identify what they are, why they exist and how to address them. As leaders, our people are our responsibility. As leaders, we must define the core values of our teams. But it starts with us.

The initial stride toward enhancing social responsibility within your hospitality workforce involves **defining clear values** and effectively communicating them to your staff. These values should mirror your organization's vision, mission, and objectives in the hospitality industry, while also emphasizing your dedication to ethical and sustainable practices. Ensuring that your values align with the expectations and requirements of your employees, customers, and stakeholders is crucial. By articulating these values, you can foster a shared sense of purpose and provide a clear direction for your team. ??

Compensation extends beyond mere wages and salaries; it encompasses benefits, incentives, and acknowledgment. As a diligent hospitality manager, it is imperative to: 1.Transparency: Ensure that your compensation policies are transparent, leaving no room for ambiguity. 2.Consistency: Maintain consistency in how compensation is administered across the organization. 3.Compliance: Adhere to relevant laws and regulations governing compensation practices. 4.Regular Review: Continuously assess and adjust compensation packages to align with market trends and employee feedback. Following these principles, you foster a workplace where employees feel valued & motivated, ultimately contributing to the overall success of your hospitality establishment.

Providing robust training and development opportunities that empower their growth and propel their careers forward. Consider the following strategies: 1.Formal Courses and Workshops: 2.Mentoring and Coaching 3.Online Learning Platforms 4.Assess Training Needs 5.Resource Accessibility 6.Recognition and Rewards Remember, an investment in employee development not only benefits individuals but also elevates the overall competence and success of your hospitality establishment. ??

Treat your employees with respect, dignity and empathy. Little things can have a big impact. Know everyone's names (and their significant other's/kid's names), say hello and goodbye every day, provide the most stable schedule you can... these help you develop a relationship with your employees that transcends the transactional I-pay-you-work schema. A genuine relationship is more durable and long lasting. When you experience turnover and wonder why employees don't care more about their work with you, make sure you can comfortably say you have made a genuine effort to build a real relationship with your employees.

A healthy and secure work environmentthat safeguards their physical and mental well-being. Here's how you can achieve this: 1. Adequate Equipment and Facilities. 2. Protective Measures. 3.Work-Life Balance. 4. Supportive Work Culture. 5.Mental Health Awareness. 6. Physical Health Initiatives. 7.Compliance with Standards. It is important to know that a workplace that prioritizes well-being not only benefits employees but also contributes to overall productivity and satisfaction. ??

Certainly! Engaging and empowering hospitality employees is crucial for fostering a positive work environment and enhancing overall performance. Here are some ways to achieve this: 1.Inclusive Decision-Making. 2.Problem-Solving Collaboration. 3.Innovation Initiatives. 4.Feedback Channels. 5.Delegation and Trust. 6. Supportive Leadership. Remember, engaged and empowered employees contribute to a thriving hospitality industry, where service quality, guest satisfaction, and overall well-being flourish. ??

I sometimes wonder what the second biggest motivator in business is. We all know the strongest business-world motivator... money! I bet if we did a large-scale survey about the runner up in the motivation category, we would find two words... well done! I think if we all sat down to think about our experiences growing into leadership roles in the industry, we will acknowledge the feelings those two little words evoked in us. Those feelings of pride and confidence. Those feelings of being acknowledged and appreciated. If you employ me, pay me what I'm worth to you. But if I do well and you are willing to acknowledge it, I'll be worth more to you than what you pay.

To enhance social responsibility towards hospitality employees, consider implementing fair wages, transparent communication, employee development programs, and fostering a supportive work environment. Regularly seek feedback, prioritize work-life balance, and engage in community initiatives to demonstrate commitment to social responsibility.

Business is business. What happens in business only have to be what is expected to happen. Social responsibility in all it's different shades of colour, is not a must... Or is it. I believe in business and in things that makes business sense. See, if you're a decent human being you want to be part of something that is filled with integrity and responsibility. It just so happens that social responsibility, even if it is done from a human perspective, makes business sense. Why? Because people look, they see, they remember. These people include all stakeholders. It includes your employees. Make no mistake, even though business is business, heart matters matter. Pay attention to it. Respect it. Be the heart for them to win theirs.