The role of the employee in the hotel industry is becoming increasingly critical as customer expectations continue to rise. In addition to being the first point of contact for guests, employees make a lasting impression throughout the buyer’s journey. One negative interaction can cost a hotel a customer for life. Hoteliers must invest in employee engagement to create an empowered staff that will act as brand advocates and ultimately create happy customers. Here are some tips for hoteliers on how to engage their staff.
Creating a culture change
One way to encourage cultural change and win the support of your staff is to recognize employees for their work. In fact, research shows that employees who feel appreciated are more likely to engage in similar behaviors in the future. In fact, 92% of workers said that being guest posting sites recognized for work well done increases the likelihood that they will do so in the future. Furthermore, ninety percent of employees said that being recognized motivates them to work harder.
As you implement change, make sure that you integrate the mission and values of your company into every aspect of business. As much as possible, align them with key behaviors. Communicate with your workforce often. Regularly solicit employee feedback. Don’t rely on annual employee engagement surveys for this purpose. The goal is to create a resilient culture that will survive organizational change. The following tips will help you create and maintain a culture that supports employee-led change.
Employee development
Managing culture change is a complex challenge. HR experts offer tips on how to manage the transition and foster a great company culture. In one example, Heidi Lynne Curter, the founder of Heidi Lynne Consulting, says that collaboration is key. “Changing culture is not a one-sided process, and the employee voice needs to be heard,” she adds. A culture change strategy should include phasing the changes in the workplace. In addition, gamification of the changes can foster participation and support.
Developing a clear career path for your employees is essential. Even the most junior employees should be able to see their own development as an investment in the success of the company. Career development can take a small but critical role in an employee’s career. By providing opportunities to learn new skills, an employee can 2022 guest posting website position themselves for promotion, a pay increase, or even a layoff. While investment in training is unavoidable, the return on investment in employee development increases with their length of tenure.
Progress and transform
To create a clear career path, the employer and the employee must first understand the employee’s goals. For example, an organization might want to reduce employee turnover while increasing employee engagement. A clear path for employee development can help companies create an organizational chart and determine how each employee’s development will affect the overall company. It will also help managers measure their progress and transform employees into leaders. It is important to have a clear path for employee development and set goals that are attainable.
Creating a clear path for employee development means providing a detailed map of the employee’s potential. Career pathing is also referred to as succession planning, and involves identifying the right people for leadership roles and developing those skills. It is critical for an organization to communicate openly with employees about its career pathing efforts and what they hope to achieve. When possible, employees should be asked about their goals and soft skills.
Managing disengaged employees
There are many signs that your employees are disengaged. For example, if an employee doesn’t volunteer for extra work, it’s highly likely they will quit within a year. A simple thank you is enough to let an employee know they are valued. But disengagement can damage your organization more than you might realize. Identifying disengaged employees early can help you retain them and improve their performance. Read on to discover ways to recognize disengagement and take action.
Start by talking with the employee one-on-one to identify the root cause of his or her disengagement. Encourage him or her to voice his or her concerns and look for solutions together. Highly motivated individuals will become frustrated if their ideas aren’t taken forward, and if their coworkers don’t share their drive. If employees are taking days off and raising issues with managers, they might be flight risks. If this happens, take steps to find alternative employment for them.
Lastly
Regardless of the reason, the problem may have a variety of causes, including personal and/or professional issues. A common cause is a lack of skills, and miscommunication. Although disengaged employees aren’t necessarily bad people, they can damage your business. The best way to start a conversation is to simply ask “What is the source of your disengagement?”
