The tourism and hospitality sectors are highly people-oriented professions. Labour, which is in short supply today, is a precious commodity. Many people have left the profession in recent times, choosing other activities, and the number of employable workers has continued to fall. The question of how to retain the professionals working in the units has become a cardinal issue.
How much does money matter?
The safety of employees and colleagues must be placed above profit maximisation, as this has a significant impact on their tolerance. The general principle is that if you are well paid, you are happy to stay and do your job. But this is a misconception. As the saying goes, „money doesn't make you happy, but it's good to have it”. From this point of view, it is quite clear that if the employee is well paid, he will stay. However, we are witnessing a major contradiction, as employers try to attract employees as much as they can. It is a competitive market situation! The question is, is it really enough to promise a few forints a day? Is it enough to exceed the financial rewards provided by the competition? It's a steep question, because if you look at the hospitality industry as a whole, for common goals the buffet, the bistro and the top gastronomy are struggling.
Respect, fairness, continuous improvement, livelihood.These are the principles that are taken into account when retaining a workforce. They determine how work processes are run, what the requirements are and how people relate to each other. Both within the restaurant system and externally can be created in partnership with companies the ideal state.
The situation is no better in other countries. Lack of skilled labour is one of the main problems facing the industry worldwide.
Employees and colleagues must be motivated
Employees are the biggest asset of a company, of a hospitality unit. It is therefore necessary to create an „organisation” that can deliver results that are meaningful for both employer and employee. In other words, a meaningful win-win situation must be created! Employees should not be seen as a cost of doing business, but as the people whose work determines the success of the hotel or restaurant. A purpose-driven organisation will therefore do everything possible to promote the individual strengths and potential of its employees.
In particular nowadays this is important, when the hospitality industry is in transition. Many are asking themselves whether their work makes sense. To avoid this, a certain level of freedom and a basic sense of security is needed. Traditional boss-subordinate structures are not really working.
Give colleagues more than just money
Of course, material well-being is everyone's primary motivation. Workers want to be able to live their daily lives and provide for their families. That said, people also attach importance to their personal development. The opportunity to learn and to change positions within a system can be of great importance to them. Recognition, which is not financial, can in many cases be energising, giving a company staff who want to be part of the system.
„If you can't be yourself, you won't be comfortable in your job.”
Freedom built into the system
The easiest way to holizm We run the catering unit on the principle of. This means looking at the big picture and communicating that to employees. We don't analyse the details separately and then put the whole together, we put the details together from the whole. If you don't analyse the work of your staff through a single isolated example, you can work with colleagues who are more serious and long-term thinkers. The idea is that employees are „free” to change methods, for which they take responsibility. This includes the fact that if there are problems in a catering unit, or if a member of staff is absent, the others will stand up for him or her and do the job. A team is always stronger than individuals.
A restaurant should be seen as a family, only then can it run smoothly. This requires both the employer and the employees to take responsibility for each other. It should be remembered that the host is not the owner, but the waiter and the chef. It is through them that a catering establishment can be likeable. Appreciation of added value unleashes enormous potential in employees, which is not at all material. It can unlock resources that benefit everyone.
To accept and consider initiatives
A horizontal structure of mutual respect and appreciation is safe. Every member of the team is important, involved in the success of the company. Know, understand and empathise with employees. Their opinions and insights can be forward-looking and innovative. To retain employees, you need to listen to them and reward them for the positive changes they suggest, not just implement them. This will also help to stabilise the unit.
All in all, it is about creating satisfaction not only for guests but also for staff. The most important factor today is no longer just about financial considerations, but above all about stability and recognition.#
Source: https://www.ktchnrebel.com/keep-skilled-workers-in-gastronomy/
