One of a manager’s greatest frustrations in hospitality can be grooming team members to be highly skilled, only to see them walk out the door to use those skills for a competitor.
There are a number of things you can do to prevent these poaching raids, which this article will outline.
Create a culture and involve team members
There is no official blueprint for a successful culture that fits all businesses, but it is important you develop one to foster team harmony.
The biggest players in the hospitality industry have rituals that can help create this culture, including team line-ups, activities and unique tasks like community gardens to work on.
Team is the operative word in creating this culture. Staff members can feel disenfranchised if referred to as “workers” or “employees”. Simple tricks like calling them “team members” and “leaders” can boost morale to no end, and aid in creating a strong team dynamic.
Awards and goals are always handy motivators for team members but aren’t a necessity. Just ensure that achievements and goals are celebrated and incentivized to guarantee there is a positive culture where everyone feels valued for their hard work.
How to ward off poaching raids by your competitors
Retaining staff can be a delicate task for management in hospitality, and it can be easy to become frustrated when employees jump ship to another company.
It is important to recognize that there are several reasons why they may be leaving, and most centre around job satisfaction.
One of the most critical roles of a manager is to recognize the signs of a team member becoming disenfranchised and to act. This is vital because if a team member is unhappy, they are targets for poaching.
Keep promises to a bare minimum, because if something goes wrong and they don’t transpire, this can trigger staff restlessness as well.
It is also worth noting that sometimes you do have to let staff go because trying to entice them to stay with rewards can be detrimental to the morale of other staff members; it’s a real juggling act.
Right off the bat, look for signs of job hoppers in the recruitment process. If they don’t stay in a job for longer than 12 months to 2 years, there is every chance they’ll depart early when working for you as well.
Embrace the future and be flexible
There can be a misconception that the hospitality industry cannot accommodate flexibility, like working from home, part-time arrangements or job sharing.
This mindset has to be pushed aside because the modern world is embracing this flexibility more and more.
The Australian Bureau of Statistics data shows that one in three Australians are regularly working from home, and 32 per cent of Aussie workers are employed part-time.
This is important to recognize, especially as 55 per cent of people polled in a recent survey listed workplace flexibility as one of the most important factors when looking for a job.
By being flexible, and open to non-traditional rostering, you can help meet the changing needs of the modern workforce. Exploring opportunities for people on the administration side being able to do some of their work from home can also open up benefits.
There are key attractions for millennials, who now make up half of the workforce and will make up 75 per cent by 2030.
By opening the door to non-traditional rostering, you can help capture the best talent from this generation.
About the Author
A former news hound, editor and roaming reporter for News Corp Australia for 12 years, Josh is now a freelance copywriter covering politics, innovation, technology, health, science and financial services, among other topics.