Restaurants, pubs, and hotels are all experiencing severe staffing shortages. Workers are leaving the challenging sector for good across Europe and elsewhere, including Hong Kong, due to the post-pandemic phenomenon.
According to the US Bureau of Labor Statistics, One of the greatest staff turnover rates is in the hospitality industry, at 73.8 percent. Due to hiring costs, understaffing, and inefficiency, this industry's defining feature generates massive costs. Not to mention the intangible costs of stress, uncertainty, and frustration. On the other hand, guests are the ones who are most affected by this high turnover rate.
Due to an ironic paradox, hospitality sector staff are departing in droves. An industry that is solely focused on providing excellent customer service frequently overlooks the demands of its own employees. According to Deputy, workers in the hotel business are so unsatisfied that the average tenure in the UK is 7.5 months, and one out of every three workers has left their job in the previous 12 months.
The number of people employed in the hotel industry has decreased dramatically since 2006 - but why? One reason is that the sector is expanding so quickly that the Tourism and Hospitality Industry forecasts that 60,000 more personnel will be needed each year.
“Because they desire more compensation, better benefits, and a different work environment, one-third of former hospitality workers will not return to the business during the labor shortage.”
We used personal experiences and insights as a company dedicated to assisting restaurant management in retaining one of their most valuable resources, their staff. Our company was established by a group of hospitality workers who felt they weren't reaching their full potential. Consequently, we've decided to highlight some of the factors why hospitality employees depart, as well as some tips on how to avoid it. After all, hotel management can't greet customers at the front entrance if hotel employees are quitting and departing through the back.
Staff Problems in Hospitality
Long hours, no breaks, and irregular work patterns are just a few of the complaints from employees who are hanging to their jobs amid a hospitality worker shortage brought on by the epidemic. We look at the current status of the hospitality industry and try to figure out some of the staff problems in the hospitality industry and what can be done about them.
Understaffed and Overworked
A massive staff turnover rate can promote a vicious cycle. An unfair workload burdens hotel employees due to understaffing and opt to quit, transferring the burden onto the remaining team members. Managers will hire additional personnel to solve the problem, but like any job, there is a period of adjustment, and acclimating to hotel operations takes time. Unseasoned coworkers typically do more work than non-existent ones, putting pressure on more experienced workers and potentially driving them out of the door.
Company’s Vision is Often Not Clear
Hotel employees can navigate their position better if they know the direction their organization is heading towards. They are often lost if they do not know their destination. On the other hand, managers frequently attend briefing sessions, and information gradually percolates to the remaining staff. When they are sidelined, workers feel anxious and unprepared and unable to do their duties to their fullest capacity. Additionally, it makes them feel disconnected from the larger picture of their company. This is understandably a frustrating, stressful, and demotivating situation.
“According to a survey conducted by job site Joblist, low pay, poor benefits, and a stressful environment are deterring former restaurant and hotel employees from returning to the business.”
Not Understanding Staff
We're not saying you should figure out what their favorite color is, but what motivates them to work at your hotel? For a variety of reasons, hotel staff may find themselves working on your team. If you overemphasize something that isn't important to them, it may encourage them to leave.
Inefficient Staff Communication
To provide the finest experience for their visitors, every establishment has various shifts working around the clock. This means that shifts must properly communicate with one another to ensure smooth transitions. However, many businesses communicate by post-it notes and phone calls even in the 21st century. Important information may be missed, work surfaces may become cluttered, and employees may become distracted from their responsibilities due to these techniques. A faulty appliance, for example, might be mentioned by a guest to a maid, who subsequently reports it to the supervisor. Maintenance is notified, and they resolve the issue. Although it appears to be a success, not everyone on the team has been informed. As a result, when a guest inquires about the status of an appliance, the receptionist will contact the supervisor. Answering the guest may take a few moments. It appears unprofessional and disorganized at worst, which are two things a business shouldn't have.
Staff Safety
The safety of your employees is essential, especially during this challenging pandemic period. Depending on the type of their employment, the location of their business, and their personal health status, employees may face several health issues. Businesses may find it difficult to manage various groups of employees while still ensuring that all employees are treated fairly. Businesses are urged to conduct health checks on their employees who must report to work physically. For example, workers could be examined for symptoms like fever before coming to work. Additionally, keep a safe distance, improve their hygiene, and provide protective gear.
Profit Over People
It is irrefutable that any business is defined by all-powerful money. It may, however, come at the expense of your hotel staff. Statement of profit and loss and quarterly KPIs have become so important that it puts a lot of pressure on the workers at the bottom to perform. This can lead to the two issues mentioned earlier. Employees must feel valued in addition to, not instead of, profits. They must not view themselves as a means to an objective. If they do, they'll sooner be seeking a way out.
Last Words
Thousands of People have been forced to contemplate changing occupations due to mass layoffs, remote working, and caregiving obligations during the pandemic. During the epidemic, some employees were compelled to leave their jobs because their companies were reduced or even shut down. Others have "rage quit" in quest of higher income and better working circumstances.
We've covered some of the most common staff issues in the hospitality sector; now, it is time to consider how hospitality management might address these issues. The most fundamental change is regular staff communication with your team, but there are many other techniques to consider when deciding which is good for your staff. These adjustments may be minor. However, the consequences might be enormous.
Create a weekly newsletter. A weekly internal newsletter outlining each department's actions for the week would be beneficial in keeping everyone informed. The newsletter clarifies issues and helps the organization's efficiency.
Give feedback to the staff. Effective feedback treads the fine line between useful and detrimental, more akin to an art form than a business responsibility. When implemented effectively, it may be a great motivator for your employees to stay. Don't be hesitant to provide feedback to your staff.
Get feedback from your staff. We know you're a great manager, but we're all human. Mistakes are bound to occur. Make use of your team to apprehend them. Develop anonymous surveys for hotel staff to express themselves freely.
The next step is to hear, not just listen to, your staff. Don't be defensive or insulted, but recognize that their statements may have some wisdom.
Promote Internally. It's disheartening to see someone who is unqualified or inexperienced for a position get promoted ahead of you. Allowing your employees to go through this is not a good idea. Internal promotions can boost your bottom line in addition to raising morale. It is not inexpensive to hire a new employee. The hiring procedure includes everything from advertising for the job to clearing background checks and training the new hire. Not to mention the hours spent interviewing a big number of people. Meanwhile, the ideal person may be standing there in front of you.
Acknowledge Technology. Moreover, many managers see technology as an intrusive and threatening new way of doing business in the hospitality industry. In actuality, it's a flexible tool that helps them polish and speeds up things they have been performing for years. Technology can help save your employees time and stress, resulting in cost savings for you.
Celebrate! No, you didn't misread it; celebrating with your staff will make them feel like part of something greater. Celebrations are an excellent opportunity to bring individuals from many departments together, promoting communication and teamwork.
Last but not least,