?How to encourage employees to stay in your hospitality company?

In the previous blog we talked about the high turnover rate faced by the hospitality industry, with the official number being 150% annual turnover (U.S. Bureau of Labor Statistics).

In such a consumer-facing industry, having low employee retention with employees constantly coming and going can make it difficult to meet customer expectations. Not to mention it eats into your organization’s profitability when you need to constantly find, hire, and train new employees.?

Retaining your talent has become a priority; that is why in this blog we give you 5 recommendations to avoid staff turnover.

1 - Optimize Quality of Hire

From the very start, optimize your recruitment funnel by prioritizing where you source applicants. If you want to hire quality talent who sticks with you, make sure only the best talent enters your pipeline.?

(And if you need help with that, in Homma Talent we are specialized in relocating talent from Mexico into top companies in the U.S.)

2 - Provide Proper Management Training

People leave managers, not companies. Make sure managers are properly trained for overseeing people. Don’t just assume that because someone was a great employee they’re capable of taking on more responsibility and being leaders. Instead, have clear expectations for your hospitality managers.

Encourage two-way feedback between managers and employees. Look for opportunities to improve the overall dynamic of the workplace and push for continuous training for employees of all levels.

3 - Optimize Candidate Selection

In some instances, you can train people to develop the skills they need to be successful at their job. However, it is more important that you look for the right personality characteristics during the hiring process.

In Homma, for example, we put the effort in step 3 of the hiring process; We define clearly the skills and traits each new hire should have. Look for?certain characteristics?while we’re hiring, including multitasking and stress tolerance. If a candidate doesn’t possess the traits needed to be successful at the job, they’re likely not the right person to hire.

4 - Prioritize Communication

You always want to have a clear line of communication across all levels. It’s also important to ensure that the communication pathway is a two-way street. Staff should be free to give feedback or voice concerns to upper management.

Give each and every employee a voice, and also an opportunity to listen. Encourage employees of all levels to speak up when they feel like there is something to discuss, but also to listen to others when they have something to contribute.

5 - Acknowledge Hard Work

Look for new ways to recognize your employees for their hard work. In some cases, even small acknowledgments can go a long way. A simple thank you or recognition during a meeting can leave an employee feeling good about the work they’ve done.

For larger accomplishments, monetary rewards or extra time off can encourage employees to keep up the good work. Develop a recognition system that motivates employees to continue to work harder.

Taken From Harver.com - By Alexandra