As industry leaders in hospitality with over 11 years of experience behind us, we’ve seen it all when it comes to employment practices. We’ve found that regularly checking in with your hospitality business and its practices is vital. It’s important to evaluate and evolve to do what works best for your brand, which will allow for maximum growth and profit.
So take this opportunity to check in with yours and discover our five essential hospitality employment best practices for your consideration.
1. Have structure and organisation
Regardless of the size of your hospitality operation, workforce management should be high priority. Like many practices regarding your hospitality business, organisation is key. In order to optimise growth and ultimately profit for your operation, we recommend
- Focusing on quality over quantity
- Having a clear idea of what you want your workforce to look like
- Prioritising your employees
2. Nurture your team
Speaking of your employees, prioritising your team is paramount. It’s been said before but perhaps it’s worth mentioning that your employees are the bread and butter of your hospitality business. Without your employees, your operation would be non-existent.
Keeping that in mind, don’t underestimate the importance of workplace culture. Knowing your brand and attracting the right talent for your hospitality operation is cyclical. Ultimately, your workplace culture will naturally attract individuals that will be a good fit for your business so ensuring that your workplace culture is accurately representing your brand is paramount.
Creating growth opportunities for your employees is also a big part of nurturing your team. So what does that mean? It means designing internal talent pools. How you carry this out will depend on the size of your operation but ignoring the fact that your valued employees will undoubtedly crave more will result in losing your best team members.
3. Prioritise open communication
Transparency with your hospitality businesses’ vision should be a priority. Rather than relying on your employees to ask the questions themselves, best practice employers will be proactive with ongoing transparency.
Honest communication will build and maintain ongoing trust between your business and your employees. Ensuring that you are communicating consistently with your company’s vision, practices, and challenges will inspire your workforce management to grow in the long run. Employees feel valued and respected when they’re included in the conversation, which slashes turnover rates, resulting in more time for you to focus on growth and profit. The same can be said for feedback. Ongoing feedback from employees, managers, and everyone in between promotes an inspiring workplace environment, and will benefit all parties.
4. Follow through
When practicing open and honest communication, it’s crucial to back-up any promises that you make. Keeping that in mind, when you’re checking in with your team it’s important to know what you are capable of delivering to your team. You should be open to suggestions by developing collaboration within your company and any changes should be starting at the top.
5. Ensure hospitality compliance
Last but certainly not least, hospitality compliance is a vital part of any best practice employer. Hospitality compliance is the process of ensuring your company’s management and employees follow the laws, regulations, standards, and ethical practices that apply to your industry and company. This includes internal policies and governmental laws.
Basically, a best practice employer will comply with the fundamental standards of Australian business laws which includes the Fair Work legislation, food and beverage regulations, and quality management.
If you're interested in learning more about best practice employer tactics and workforce management, have a look at our complimentary discover session below.