Necessary actions to boost the retention of employees in the hotel

Necessary actions to boost the retention of employees in the hotel

Necessary actions to boost the retention of employees in the hotel

In the hotel industry, the rate of employee turnover is usually high in comparison to the employee retention rate because the workplace demands are challenging for most employees to fulfill. In our organization, it is becoming increasingly difficult to meet the expectations of customers because employees are not showing a willingness to stay in the firm. There has been an increasing number of part-time workers because, at present, the employees do not feel connected with their immediate supervisors. It has led to the development of a toxic work environment. Apart from that, the increasing turnover rate is the result of minimum opportunities for growth and development. Again, in our hotel, the job expectations of the hotel staff were not clear during the training and hiring process. Therefore, staffs are unsure regarding the ways of meeting customer expectations. Hence, few ideas can be considered to retain the employees or the valued workers in this competitive environment.

Creation of appropriate workplace culture- The workplace lacks a strong culture that would motivate employees to stay and perform productively. However, retaining employees starts with creating a culture that will motivate them to stay and work. A company culture should be created where the employer is knowledgeable enough to hire employees that fit the workplace culture (Gordon et al., 2019). Clear differences must exist between a casual workplace and a strict workplace.

Providing appropriate guidance and training for the right employees- Another useful HRM practice is to offer training to the right employees so that they can become certified and fully trained. Organizations fail because it does not invest in offering the right type of training for the employees. It would be effective to create a separate learning centre for the staff and even offering them a membership to e-learning sites. Therefore, taking the initiative to enhance employee education is the right way of retaining their interest in the job.

Offering right pay benefits and compensation- The organization was incapable of offering a competitive salary to the employees due to budgetary or fund restraints. However, it has been calculated that the cost of replacing the employees would be much higher. Approximately, it might cost 30-50% of the annual salary of an entry-level employee (Msengeti & Obwogi, 2015). Therefore, offering compensation that the employees deserve should be a priority for the organization. Again, by increasing the salary of employees by 10%-20%, it would be easier to retain them.

Increasing flexibility in the organization- Employees are more likely to stay in the organization if they are given flexible work conditions (Phonsanam, 2010). It implies that the employer should understand the need for employees and offer them flexible working hours. As a manager, it is my duty to offer flexible vacations so that the employees feel motivated to join the workforce after the vacation.

Being a role model- The last resort to gain employee trust and retain them to become a positive influencer or role model. Businesses are likely to thrive only when employees have someone to look up to. They must feel gratified and rewarded by the presence of a role model.

References

Gordon, S., Adler, H., Day, J., & Sydnor, S. (2019). Perceived supervisor support: A study of select-service hotel employees. Journal of hospitality and Tourism Management, 38, 82-90.

Msengeti, D. M., & Obwogi, J. (2015). Effects of pay and work environment on employee retention: A study of the Hotel industry in Mombasa County.

Phonsanam, S. T. (2010). Total compensation practices and their relationship to hospitality employee retention.