7 Steps to Reducing Hospitality Staff Turnover
As a business owner in the hospitality industry, you’ve probably struggled with staff turnover at one point or another. If you look into the research, you’ll find that the turnover numbers in hospitality are higher than even retail and construction. This makes reducing staff turnover a major concern for hospitality business owners.
Obviously, high staff turnover comes with several problems for your business, including extra expenses and an increased workload for you and your HR team.
In this article, we’ll be looking at the 7 best strategies for reducing staff turnover and have a higher retention rate in your business!
1. The Right People
This might go without saying, but it is absolutely vital that you start by employing people who will fit in your business. This means people who are committed, team-oriented and align their values with your business. High skill levels are always important, but character is even more valuable.
As a business owner, you probably value feedback from your customers (positive and constructive), as it helps you grow and improve. Make sure that you are delivering this feedback to your staff too. As a side note: Make sure that you are giving positive feedback as well as constructive criticism, and not just one or the other!
3. Encourage Balance
Okay, so we all know that the hospitality industry can be very demanding, but that doesn’t mean you have to ignore balance in your workplace. It’s not unusual to require extended hours from your staff, but it’s important not to criticise or penalise your employees for having a life outside of their job (as long as they remain committed employees).
It seems counterintuitive to suggest that you pay higher wages, but don’t underestimate the power of this! You’re likely to attract employees who are more skilled, and they are more likely to stay if they are being properly compensated. Additionally, you’ll cut costs on the hiring and recruitment process later on!
Upskill your employees by providing opportunities for additional training and education relevant to the industry. This is a great way to show your employees that you are happy to invest in them and their professional growth (and keep things from getting boring).
6. Feedback (Part 2)
It’s all good and well to give feedback, but it’s important to receive it from your staff members too! If employees don’t feel heard or respected, they won’t feel valued (and they probably won’t want to stay around).
Never underestimate this one! If you are not paying your employees regularly, accurately and on time, it is just a recipe for absolute disaster! No one wants to stay with a business who doesn’t pay them properly.
When you consider the irregular schedules and hours of hospitality staff, it’s no wonder that things can get confusing. If you need a hand with payroll and making sure that your employees get paid on time (and stay in your business), then I highly recommend booking a consultation!
There’s a lot to consider when looking at employee retention and reducing staff turnover, but this list should give you a solid start to keeping your staff for a long-term basis.
If you need more tailored, personal consulting advice (specific to the hospitality industry), then don’t hesitate to check out our services!