July 7, 2023
With the continuing exit of baby boomers from the workforce and the competitive labour market, the need to retain top talent in the tourism and hospitality industry has become more and more critical. The workplace has changed because of COVID-19, and it continues to evolve as we navigate this new world of work. Some of the old tactics we used to inspire and motivate employees in the past now seem outdated. What used to be impactful pre-pandemic may no longer have the same effect.
So, what can you do to retain your top talent? Start by taking an objective view of the programs and offerings you already have in place, and ask yourself, “Will this continue to inspire and motivate our employees to stay?” If not, make changes to meet the ever-changing needs of our industry, your business, and your staff.
Your employees may spend as much as one-third of their lives at work. If they don’t find the experience rewarding, or are not recognized for making an important and valuable contribution to the company, why would they stay? Everyone wants to feel needed and valued in the workplace, not just through wages and benefits but also by having their voices and opinions heard, being recognized for their efforts, and having opportunities for growth and development. These factors contribute to a successful retention strategy that keeps your employees motivated and leads your company to long-term success. Consider the following methods:
Consider offering a hybrid work model between home and the workplace for those who work in office settings such sales, finance, and administration. Show your employees that while the business needs must be met, you also respect their personal needs. Stress the importance of providing work-life balance, whenever possible. Consider offering a shorter workweek or a weekend off once a month for employees who cannot work remotely.
Workplace expectations have changed significantly in the past couple of years. Employees want to know what’s in it for them. Offer opportunities for training and education, and a clear path to career advancement. Promoting from within not only helps employees feel valued but also allows them to feel they are contributing to the success of the business. If the employee isn’t yet ready for the next step, then set up a plan to help the person get there.
Take time to review your existing policie s a nd update your employee handbook. Do your current policies reflect the new work world? Consider allowing employees to take time off work to deal with personal or family-related issues. Some may still be struggling to balance home and work-life responsibilities such as childcare, elder care, or pet care. Review your travel policy, if you require your employees to travel. And don’t forget to review and update any policies that pertain to your employee’s health and safety.
Review your total compensation plans, not just the base salary. Look at the whole package. What types of benefits do you offer and are they currently being used? Could you consider eliminating perks that aren’t frequently used and replace them with something more meaningful or relevant? Can you personalize benefit selections by offering financial tools for retirement, pet insurance, or floating holidays to accommodate different cultures? Consider partnering with another local business so you can swap employee discounts or gift certificates. Review your salary structure and wages. Are your base salaries and wages competitive within the industry?
Before the season ends, talk openly with your departing employees. Schedule a quick check-in meeting and ask them about their experiences and whether they would consider returning the following season. Stay connected after they leave. Create an Instagram or Facebook page, a WhatsApp group, or another social media page for employees to stay in touch. The more ways you can make employees feel like they are still part of the family, the more inclined they will be to return.
One of the many advantages of having employees return to your business is that it is not necessary to retrain them each year. Saved training dollars can be used as incentives. Consider offering returning staff a higher salary upon their return or offer a returning signing bonus.
If we have learned anything over the past two years, it’s that the health and wellness of your employees is vital, especially if you want them to stick around. From the uncertainty of job security to the ups and downs of layoffs and recalls to being on the receiving end of upset guests, your employees have kept your business running, and it has taken a significant toll on their mental and physical well-being. Start talking about mental health in the workplace. Understand that employees may need help if they aren’t feeling like themselves.
You need to notice if they are struggling to meet the daily demands of their jobs. Communicate with your employees and allow their voices to be heard without fear of reprimand. Ensure they know who they can safely go to if they have questions or concerns. Become known for having a workplace culture that values the well-being of its staff. When employees feel valued and connect to your organization, they work with a deeper sense of meaning and strong motivation.
As the tourism and hospitality industry continues to recover from the impacts of the pandemic, inspiring and motivating your employees to retain them needs to be a workplace priority. As business leaders, you are not expected to have all the answers. There is a wealth of free resources available and go2HR is here to help. We invite you to contact us to learn more about how you can support your employees at hr@go2HR.ca.
Cindy Conti, CPHR, is HR Consultant-Vancouver, Coast & Mountains with go2HR
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