July 7, 2023
One of the most enduring challenges facing the tourism and hospitality industry is labour supply. Simply put, businesses need a steady and reliable workforce to realize their potential and maximize the visitor experience. As industry continues to rebuild after a long period of uncertainty, the need to maintain a stable workforce becomes even more pressing. Some historical challenges to the labour supply, such as housing and transportation, continue to factor into the supply issues of today. Add in increased competition for skilled workers in today’s competitive job market and heightened employee expectations, and employers are in an exceedingly difficult position when it comes to attracting and retaining staff.
And if a business lacks a steady workforce, it is vulnerable to a host of additional challenges beyond its bottom line. But there are tactics that employers can start implementing today to help to attract and retain staff. Where can an employer focus its efforts? We’ve curated a few expert tips that an employer can easily implement to help maintain that stable workforce.
Health and safety have become a top priority for guests and employees alike. Employees are choosing to remain with employers that prioritize health and safety. Employers can continue to make health and safety part of their workplace culture by providing employee training such as BC Safety Assured for Everyone (BSAFE™) and taking advantage of go2HR free expert
advice on implementing a health and safety program. Employers can share their Communicable Disease Prevention Program (the provincial health and safety protocols that replaces the COVID-19 safety plan) with employees and allow for their input, affording ownership into the health and safety of the operation.
Employees who feel valued at work are more likely to stay and return next season. But we cannot overlook the residual impact of the global pandemic. It is important to acknowledge that this past year has been incredibly challenging for everyone, particularly front-line workers. But you might be surprised at the simple things that employers can do to express their appreciation or reward a job well done—surprise an employee with a thank you note, gift card, or even some paid time off. You can even share your appreciation on social media! Finding ways to express gratitude and show appreciation can help to foster a loyal workforce.
Changing business operations and a reduced workforce have meant an increased need in anchor employees—those staff members with broad skill sets who are capable of working in a range of positions vital to the success of the business. Employers who can offer flexibility in the workplace have a greater opportunity to create an attractive work/life balance for their staff. Consider offering multiple part-time positions instead of full-time for employees who require or desire more shift flexibility. Offer cross-training to employees who are interested, so that they are able to work in a range of positions and pick up shifts where needed.
Attracting and retaining talented workers is an ongoing challenge for employers. When employees begin to feel disconnected to their work and their employer, they start considering other employment. Invest in professional development, encouraging employees to learn and take on new opportunities within their roles. Keep employees informed about what is happening in the business and how it may or may not impact them to help foster feelings of security, connection, and stability. Employers that are able to offer full-time, year-round vs. part-time, seasonal positions will experience an increase in productivity, engagement, and cost savings by minimizing the continual need to recruit and train new employees each season. While this is not easy and may not be an option for every tourism employer, it may be for some that haven’t previously considered it, particularly for the more challenging positions to fill such as culinary.
Employees who have established roots at work and in the community are less likely to consider leaving. A lack of housing and transportation challenges continue across the province. As a result, communities and employers are starting to work together to determine how they can collaborate to address these challenges for their residents. Explore cross-seasonal employment exchanges with other tourism and non-tourism employers in the community. Help employees stitch together seasonal job opportunities to create year-round employment in your community. This will help to build an increased sense of loyalty towards the employers and communities involved.
Remember to consider the employees and their other connections. Retaining employees can be a challenge if their spouse/partner is having difficulty finding employment within the community. Employers can assist by providing resources to support with a spouse’s employment, such as referrals within your network or employment service providers.
Other things employers can do is help build a sense of community by modelling that behaviour. Engage in corporate social responsibility. Underscore your commitment to community with support for local causes or groups in need. Connect employees with local immigrant settlement services or a mentor who shares their common interests and can help connect them with likeminded groups or individuals.
Employers can contribute to retaining staff by thinking outside of the box and being highly creative with the way they engage with staff. Ask your employees what they enjoy the least or the most about their jobs and be prepared to listen. Engage employees in exploring opportunities to adjust how their work is performed by discussing ways to make it more effective, interesting, and productive. Connecting with employees and soliciting their opinion about work can be revealing to employers as some simple adjustments may yield a major impact on job satisfaction, and ultimately, retention.
Make time to focus on engaging and communicating with employees so they will want to continue working into the winter season or return to your seasonal positions next Spring. We know that worker shortages and increased competition for talent are not new issues, and they have been exacerbated over the past year. However, with some forethought and planning, strong communication, and a focus on involving employees in decision making, employers can attract and retain great staff.
Ginger Brunner is Senior HR Specialist at go2HR.
Return to top
