Increasing employee retention- An overview of probable actions

Increasing employee retention- An overview of probable actions

Increasing employee retention- An overview of probable actions

Our organization is one of the largest employers in the hospitality industry. The sector is growing at a faster rate, and consequently, it is facing new workforce challenges. For instance, the employee turnover rate in our hotel has been growing exponentially, and it is becoming increasingly difficult to hire and train new employees. The hotel now relies on seasonal or part-time workers. The probable reasons behind such a situation are that job expectations are unclear, lack of connection between managers and employees, communication inefficiency, and slow growth opportunities (Ashton, 2018). Therefore, due to the massive undersupply of a motivated and qualified staff, it is challenging to run the business. It is natural to feel powerless in these times, and the need for employment stabilization, profitability, and customer satisfaction arises. Few suggestions have been given to resolve the critical issue and retain employees.

• Recognize talented individuals- Job positions available in restaurants are transferable in nature. Therefore, young individuals who have recently joined the hotel feel the urge to leave if their talents are unrecognized. The main cause of leaving is consistent dissatisfaction with the job duties, along with a lack of appreciation. Therefore, as a new manager, it is vital to evaluate the degree of commitment of the individuals before selecting them.
• Focusing on improving workplace relationships- As a manager, it is vital to focus on creating an environment where the workplace relationships are good. It implies that individuals must be interacting with each other and feel supportive in each other’s presence (Bibi, Ahmad & Majid, 2018). Rather than a professional attachment, emotional attachment is far more important. This, in turn, will enhance the overall operations of the company. Improved workplace relationships are likely to reduce the turnover rate of firms.
• Increasing focus on training- Another effective way of retaining employees is by offering enough training to the newly hired employees. Training must be given on a one-to-one basis. The efficiency of the firm will enhance as well. Similarly, cross-training would be effective for enhancing the operations of the firm because cross training will expose workers to different areas of the hotel operations (Gordon et al., 2019). Again, cross-training would allow employees to interact and realize the real duties and responsibilities of different job positions and operations. This the ultimate way of increasing mutual respect for one another.
• Building a fun environment- One of the reasons behind the increasing rate of employee turnover is the lack of a fun-filled environment. The case of renowned companies such as Facebook or Google can be considered to understand the importance of fun in the workplace. Workers are more productive because fun is promoted in the workplace. Again, a laid-back environment is likely to make employees feel more relaxed. Including a place of entertainment in the hotel can keep the atmosphere of the hotel more light-hearted. Similarly, building an environment where creativity is encouraged is likely to develop a team that focuses on lateral thinking. Hence, the workplace should be open enough to encourage creativity.

References

Ashton, A. S. (2018). How human resources management best practice influence employee satisfaction and job retention in the Thai hotel industry. Journal of Human Resources in Hospitality & Tourism, 17(2), 175-199.

Bibi, P., Ahmad, A., & Majid, A. H. (2018). HRM Practices and Employee Retention: The Moderating Effect of Work Environment. Applying Partial Least Squares in Tourism and Hospitality Research, 129.

Gordon, S., Tang, C. H. H., Day, J., & Adler, H. (2019). Supervisor support and turnover in hotels. International Journal of Contemporary Hospitality Management.