How to Prevent High Employee Turnover in the Hotel Sector
April 25, 2021|Hotel Marketing
Businesses across all industries, including those in the hospitality trade, are well aware of millennials being a significant portion of the current market. However, more than being viewed only as customers, you should also acknowledge their essential role as human resources whose behavior now largely influences businesses.
Unlike Gen X or the Boomers before them, Millennials have a rather unconventional approach to career development. While older generations tend to follow a straightforward and linear path of career progress, millennials are much more out of the box, unpredictable and flexible. Boomers worked in the same company for decades, got promoted every few years, and then reached a senior-level position.
On the other hand, Millennial are not afraid to explore and go in different directions, as long as it achieves their goals. It would be best if you considered this when dealing with younger employees. Their outlook and values are pretty far from older generations.
Nowadays, even recent graduates in entry-level jobs have their vision set only for the next 18 months. They are very open to moving to another company if given a better opportunity.
It is best to make it your goal to manage their inclination to move and make it only within the organization. If you cannot address this, you will be losing some good employees, and fast.
Millennials make an excellent target market for the hotel industry because of their apparent love for traveling. It is the same for your staff. They belong to the same generation, and they appreciate being able to travel, even for work. Mainly because it's the hospitality business, they expect to travel or move to different locations in the first few years before being promoted to a senior-level position before turning 30.
Like everybody else, millennials are hard workers, and they will go to great lengths to reach their goals. They like to showcase their skills and abilities at work, and it works excellently when their employers express support in their career advancement.
Millennials have a third for responsibility. They like to be in authority and to perform and achieve goals for the company while being rightly compensated, which contrasts with the old practice of having only the senior staff handle all responsibilities.
While proper compensation attracts millennials, they are more driven by their career goals. Their decisions are made based on which organizations or companies can help realize it for them.
A good example is when you have a young hotel staff, who is so amazing at her job that you want her to keep doing what she does. It may sound ideal from your perspective as the hotel owner-manager, but your lack of support for her career progress may drive her away sooner than later. By not considering their goals and career plans, you're most likely to lose great employees.
Gone are the days when Human Resources solely handles an employee's evaluation leading to their promotion. You should be more involved in their journey by communicating and providing encouragement each step of the way. At the same time, try to know about their plans and objectives and learn how to use them to your business's advantage. Build your strategies around your observations while It is a must to earn their trust. It is one step towards keeping your good employees and preventing high staff turnover.
To meet their travel expectations or new experiences, consider sending them to various assignments in different locations or work with other affiliates and brands in different areas if possible.
In case your organization does not have the roles that they are eyeing, do not be afraid to acknowledge it and make it part of the conversation. At some point, you will need to accept it and allow them to move on and follow their career path. You can only hope that they come back eventually. That's why it's crucial to establish a good relationship with everyone and not letting anyone leave on a sour note.
After all, it's a small world, and working in the hospitality industry only makes it smaller. The idea of coming back to where one started is not far-fetched, mainly because as time goes by, priorities change, and many still return to their place of origin at some point. Of course, you would want to be on their shortlist when they settle back in.
Understanding millennials can be tricky. But one way to look at it is that if you don't exert the effort, your competition will, and with this generation, you can't expect lifetime loyalty.
And just like how you address your guests' individual needs, you should also get to know your staff as individuals who are motivated differently. Each of them may have their own sets of strengths and weaknesses, but they will commit to your business's best interest as long as you support and protect theirs.
A tip for your hotel is to establish a solid relationship with hotel schools. You should go beyond the once-a-year interaction and try to make it a continuous engagement with them. Set up lectures, seminars, coaching, even job fairs which can open more doors of different opportunities on both ends.
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