4 ways hospitality managers can reduce turnover
Working as a manager in the hospitality industry is great for many reasons—but high employee turnover isn’t one of them.
You’re likely well-acquainted with the never-ending process of hiring, letting go, and accepting resignations. Not only is this time-consuming and expensive, but it’s holding your organization back.
While there are many ideas you can implement to reduce turnover, some of the most effective come into play at the very beginning of a new employee’s time with your company: during onboarding. Read on for four techniques.
1. Assign a mentor
Studies show that having a workplace mentor makes you far more loyal and committed to your company.
So, take advantage of this effect by assigning every new hire an experienced guide. This mentor will be responsible for showing the new employee around, answering questions, and making him or her feel comfortable.
In the long run, the mentor should also serve as a source of advice and inspiration for progressing in the person’s career.
2. Create goals
Your employees want to see that you’re invested in them. At the same time, they also want a job that’s challenging, educational, and engaging.
By helping them create goals, you’ll meet these needs—making the probability that they continue working for you way higher.
During your new hire’s first week, schedule a one-on-one meeting to discuss what he or she would like to accomplish in the first 30, 60, and 90 days on the job.
3. Encourage bonding
Encouraging a social, close-knit team environment leads to a huge boost in employee happiness. And it all starts during orientation.
Consider starting a “lunch fund,” so that the people who work directly with the new hire (i.e. their boss and close coworkers) can all go out for lunch on the new hire’s first day.
You can also incorporate bonding activities into the onboarding process. If you’re onboarding more than one person at once, hold a scavenger hunt or “speed networking” round.
When your employees develop workplace friendships, they’ll be far more satisfied with their jobs—and your retention will go up.
4. Establish their purpose
More than 40% of employees say they’re unhappy in their jobs because they don’t feel recognized or appreciated.
While this recognition obviously needs to be awarded after they’ve started working, you can lay the groundwork now by establishing why their position is important.
For example, you could say:
We’re excited that you’re joining us as a guest services manager. You play an essential role in providing excellent customer service—in fact, since your entire job revolves around helping our guests, you’re one of the most important people in this hotel!
Remember to connect the success of the organization to the success of the employee.