As most of the United States packs their bags and hits the roads for their Independence Day celebrations and summer vacations, the Service Industry is in full swing of their busy summer season and not closing their doors. From restaurants serving the hungry hoards to retail establishments selling out of bikinis and swim trunks to hotels booking rooms, summertime in the Service Industry is a peak season for business.
Retention strategies are often thought of as tactics used to re-engage existing employees and reduce their likelihood of leaving after a period of employment. In reality, retention should be thought of as a primary focus to be strategized upon and implemented from the moment the employee gets hired.
Feedback and Recognition are critical to the success of your employees. According to the Harvard Business Review, when used appropriately, feedback gives employees the opportunity for development and career growth. Both positive feedback and constructive criticism can be a means to an end in reaching business goals as it leads to better decision making and provides motivation for increased productivity. When done correctly and combined with recognition, employee engagement can blossom.
From the news telling us on a daily basis to us all experiencing it first hand, the labor market is the most competitive it has been in years. There are more jobs available than there are workers, perhaps no one knows that more than service industry employers. The talent shortages are crippling many businesses. Some businesses can’t find enough employees to staff their shifts and to open their doors for business. With the employees that they do have, they are constantly facing the risk that those employees will find new jobs and no-show for their next shift.
Maintaining organizational consistency and building a strong employer brand can be one of the toughest challenges when operating across a decentralized work environment. Subtle changes in your approach to talent management and operations can combat the tendency for a dispersed workforce to lose touch with the company culture.
As an employer, you trust that your employees are coming in everyday and doing their very best they can, right? But as their employer do you know what your employees are actually striving towards? What their goals or wants are? Or are you simply providing them with work and a paycheck?
Gallup’s 2017 State of the American Workplace issued a dire evaluation on employee engagement. After analyzing data collected from more than 195,600 U.S. employees, more than 31 million respondents, and insight from leading Fortune 1000 companies, Gallup concluded that only 33% of American workers are actively engaged, 51% are indifferent, and 16% are actively disengaged. The stakes of this disengagement are severe. Jim Clifton, the Chairman and CEO of Gallup notes, “if American companies were simply to double the number of engaged workers from one-third to two-thirds, spirited employees would reverse our seriously declining national productivity.” What are the benefits that could be brought to your company given boosted engagement?
Employee retention is a huge topic when it comes to the hourly workforce – With the rise of millennials in the workplace, many are willing to forego higher pay to work at a socially responsible organization with a positive environment and culture.