Managing staffing needs during peak seasons can be a formidable challenge for most hotels. The rush of guests and events demands a workforce skilled and ready to provide exceptional service. By creating an employee experience that makes staff eager to come back, you can reduce re-onboarding efforts and leverage the expertise of those already familiar with your brand. This blog post will explore strategies to build such an experience, transforming your seasonal recruitment into a seamless process.
The Value of a Strong Employee Experience
The hospitality business thrives on human connections, both with guests and within your team. A well-crafted employee experience builds loyalty, enhances performance, and creates a positive work environment that resonates even after an employee has left. When team members feel valued and engaged, they are more likely to consider returning when the busy season looms.
A strong employee experience also minimizes training costs and downtime. Returning staff are already familiar with your systems, culture, and expectations, allowing them to hit the ground running. This continuity ensures that your team maintains its high standards and delivers seamless service to guests, even during peak times.
Understanding What Employees Value in Hospitality
Understanding what employees value in their roles is pivotal in shaping an experience that encourages them to come back. Factors like work-life balance, schedule flexibility, employee recognition, opportunities for growth, and a supportive work environment often top the list of employee priorities. In hospitality, where hours can be long and work demanding, these elements are even more crucial.
According to Hireology + AHLA’s latest applicant study, 66% of hospitality employees are loyal to their current employer, with 32% staying loyal to their current employer based on schedule flexibility. This goes to show that being flexible with your employees can go a long way.
To create a workplace that appeals to past employees, consider conducting surveys or exit interviews to gather insights into their experiences. Ask what they appreciated most and where they saw room for improvement. These insights are invaluable in tailoring your employee experience to meet the needs and desires of your workforce.
Building a Culture That Echoes Beyond Employment
Culture is the heartbeat of any organization, and in hospitality, it plays a pivotal role in shaping the employee experience. A culture that prioritizes respect, inclusivity, and teamwork creates a sense of belonging that resonates even after an employee departs.
Encourage open communication and collaboration among your team. Recognize achievements and celebrate successes, big and small. Such a positive environment not only boosts morale but also fosters lasting connections that can draw former employees back when the busy season arrives.
Offering Competitive Benefits That Stand Out
Benefits are a tangible expression of how much you value your employees. Offering competitive benefits can set your organization apart and entice former employees to return. Consider benefits that specifically address the needs of hospitality workers, such as flexible scheduling, health and wellness programs, and performance bonuses.
Additionally, offering career development opportunities can be a powerful incentive. Providing access to training programs, mentorship, and clear paths for advancement demonstrates your commitment to employee growth, making your organization an attractive option for former staff seeking progression in their career.
Creating Opportunities for Skill Development
Skill development is essential in any industry, and in hospitality, it’s particularly valued. Providing employees with opportunities to enhance their skills can be a significant factor in encouraging their return. Whether through in-house training, workshops, or sponsorship for relevant courses, investing in your employees’ growth benefits both them and your organization.
Returning employees with expanded skill sets are better equipped to handle the demands of the busy season. They bring fresh perspectives and innovative ideas that can enhance your operations and guest experiences.
Recognition and Appreciation as Catalysts for Return
Recognition and appreciation are powerful motivators in any workplace. When employees feel acknowledged for their contributions, it fosters a sense of pride and loyalty. In hospitality, where customer satisfaction is paramount, recognizing team efforts can boost morale and encourage staff to return for another busy season.
Consider implementing recognition programs that celebrate achievements both big and small. Regularly acknowledge individual and team successes, and create a culture where gratitude is a part of everyday interactions. Give small tokens of appreciation such as collecting the favorites of your employees. Whether it is their favorite coffee or an item from their favorite brand, the personalized recognition makes employees feel valued and important. A little goes a long way.
Fostering a Community Among Employees
A sense of community within your organization creates lasting bonds among employees. Encouraging camaraderie and teamwork can make your workplace more enjoyable and fulfilling, increasing the likelihood of former employees returning.
Organize social events, team-building activities, or volunteer opportunities to strengthen connections among your staff. Encourage collaboration and open communication, fostering an environment where employees feel supported and valued.
Streamlining the Re-Entry Process for Returning Staff
The re-onboarding process for returning staff should be as seamless as possible. Minimize administrative hurdles and focus on integrating them back into the team quickly. Returning employees should feel welcomed and valued from the moment they step back into the workplace. Provide any necessary updates or changes since their departure, and ensure they have the resources they need to succeed.
Utilizing a hiring platform with digital onboarding features like Hireology allows you to get your returning staff to work right away, with their information already in the system. Returning employees in turn experience a better re-onboarding process without having to fill out more paperwork. By streamlining this process, you reinforce their decision to return and set them up for success in the busy season ahead.
Communicating Through the Off-Season
Maintaining communication with former employees during the off-season is key to nurturing relationships and encouraging their return. Regular updates about company news, upcoming events, or potential opportunities keep your organization in their minds.
Consider sending newsletters or hosting informal gatherings to stay connected. By keeping the lines of communication open, you create a sense of belonging that encourages former employees to consider returning when the busy season arrives.
Conclusion
Creating an employee experience that compels past staff to return for the busy season in hospitality is a strategic advantage. By prioritizing a positive work environment, offering competitive benefits, and fostering a sense of community, you can minimize re-onboarding efforts and maintain a skilled and dedicated workforce.
The investment in building a strong employee experience pays dividends in employee loyalty, performance, and guest satisfaction. By focusing on these strategies, you set your organization up for success, not only for the upcoming busy season but for many more to come. For further insights on enhancing your employee experience, consider reaching out to our industry experts who can guide you on this transformative journey.
