|Hanging onto Talent ~ Part 1.|
By Caroline Cooper
Thursday, 7th July 2011
We already know that there is a lack of new talent entering the industry so itís important that we hang on to our best people.
The hospitality industry has always had one of the highest labour turnover rates in all sectors of the economy, so are we just deluding ourselves if we think we can beat that trend?
Well maybe there are a few things we can all be doing to tip the balance in our favour.
Each day this week Iíll be posting steps you can take to hang on to your hotelís talent.
Why do they quit?
Caroline Cooper is a business coach with over 25 years experience in business and management development, and founder of Zeal Coaching, specializing in working with hospitality businesses, and is author of the 'Hotel Success Handbook'
- Staff turnover can be infectious, the more people come and go, the easier it is for others to make the decision to leave. Unless we understand why staff leave itís unlikely weíll reverse the trend.
- In an ideal world some kind of confidential exit interview should be conducted and wherever possible this is best done by someone other than a line manager. Letís face it, if the reason is itís poor management or leadership that has prompted the move, itís unlikely that youíre going to learn the whole truth if the line manager is asking the question! The saying goes people donít quit jobs they quit bosses. But even if your staff structure doesnít allow for this it is important to find out as much as possible about peopleís motives for leaving.
- Tomorrow we look at how we can use recognition and reward, and career prospects to help retain our best people.