Home' Australian Hotelier : AH FEBRUARY 2016 Contents 14 | FEBRUARY 2016 AUSTRALIAN HOTELIER
COMMUNICATION IS KEY
Every successful employer knows that the
cost of filling a vacancy can be financially
and operationally substantial. If you were to
add up the costs of advertising, training, the
new employee getting up to speed, and the
down time of the role; the business could be
losing in excess of six months’ salary. On the
flip side, what keeps a valued employee in
the business is not always about how much
is in their pay packet.
I believe some of the key areas to
retaining talent are:
• Share the company’s goals and vision
at each employee’s induction. Ensure
employees are made to feel like part of the
organisation, that they are a valued asset.
• Be transparent with your
communication. Don’t just share the good
news stories. It’s important to communicate
how the company is travelling and share
new initiatives being implemented.
• Encourage creative thinking and
innovation. Ask the team for suggestions.
Sometimes simple and fresh ideas are the
cost effective to implement.
• Instil in staff the understanding that
their role is not just a list of tasks, but a
bucket list of opportunities! Do they serve
the customer, or do they do it in a way that
is friendly and engaging that ensures the
• Public recognition for staff who
provide an idea or solution to a problem is
When recruiting, you need to identify
the top three ‘must haves’ you are
looking for in a new recruit. This allows
you to streamline your approach and
minimise time wasters. It is best to look
for someone who will fit in with the team
you currently have in place. Skills can
be taught, but you want to ensure that
you are not introducing a disruptive
personality into your team. A harmonious
and fun workplace is likely to prevent
your staff from looking for greener
pastures, and it’s far more pleasant
The current generation appear to place
greater value on continuous learning, so
to retain your staff, try to challenge them
and ensure they have opportunities to
learn and grow. Give them ownership of a
project or idea and challenge them to rise
to the occasion. Underestimate them at
Sometimes a simple ‘thank you’ and
‘great job’ can make all the difference.
We all like to be acknowledged, and a
few small words at the end of a shift
can have a huge impact. It also teaches
the younger generation of hospitality
professionals that they have earned and
deserve respect, which is invaluable.
GRADUATE CAREERS ADVISOR,
Blue Mountains International Hotel
DILIGENCE STARTS IN
As the CEO of a super fund, this may
seem an unusual question to ask me.
However, in my role I meet with a lot of
employers from the industries Hostplus
serves, which are hospitality, tourism,
recreation and sport industries. Advice
around recruiting and retaining quality
staff comes up in many conversations
across many industries. Pubs included.
At Hostplus we recognise our staff
as being fundamental to our growth
and success. A strategic, engaging and
professional approach to recruitment
and retention helps enable Hostplus to
build a team with the necessary skills
and attributes to fulfill our strategic aims
and support its values. This approach is
relevant for all industries.
The other key piece of advice I have for
recruiting and retention is about diligence.
Be diligent in the recruitment process and
then follow that up with diligence in paying
attention to your staff’s performance and
needs during their time working for you.
I believe areas of particular importance
for staff in the hospitality industry include
relevant experience and attention to detail.
Good levels of energy are important also
to deal with shiftwork and long hours.
Other key areas to focus on include skills
in managing customer service, which
can also include managing potentially
challenging situations and customers.
What is your
of advice to
Links Archive AH DECEMBER 2015 AH MARCH 2016 Navigation Previous Page Next Page