As a hospitality business owner or manager, you have likely experienced high turnover rates as its one of the industry’s top challenges. There are multiple ways to combat high turnover rates, but it all comes down to placing value in your staff by creating a positive workplace culture, conducting skills assessments, and promoting growth and development. Moreover, having the tools and structure to encourage development will aid in employee engagement, ultimately retaining your skilled and passionate staff.
Did you know that 27% of HR managers placed recruiting and retaining talent as their highest priority for 2019, with a 13% prioritising improvements in onboarding and the employee’s experience? That’s because it pays to invest in your staff, resulting in an engaged workforce, saving you time and money. Speaking of money, Speakap found that the average cost to replace each frontline employee is upwards of $1,000.
So now that we know how valuable onboarding is, where to begin? After you have acquired your new employees, ensure that you have a fine-tuned onboarding process in place. From your new team members’ perspective, this is the first impression of your business so it’s imperative to make it a positive one. Read on to discover our top three tips to ensure your onboarding process is a smooth and effective one.
- Before their first day: Welcome the new team member with an e-mail and/or a brief post on your hospitality business’ social channels. Present your new employee with relevant documents such as guidelines and handbooks along with an organisational chart so they’re aware of the team before they begin. We also recommend being as clear as possible with who they will be meeting on their first day, what time and where, along with what should be expected.
- During their first week: Orientation. Perhaps the most important element of your onboarding process, this should include the manager’s welcome to the team in person along with introducing all of the relevant team members and give an in-depth tour of the facilities and where and when to take breaks. Your new employee should also be briefed on your venue’s brand, purpose, and tone along with guest types and how to serve them with success. The new employee’s individual and team goals and responsibilities should also be discussed and documented for accountability and value purposes. Ensure that a contract is signed at this point, giving both your business and your new team member security and assurance surrounding the role.
- During and after their first week (continued): Follow up. Throughout your new employee’s first few weeks, ensure that your new team member knows how to contact their manager, colleagues, and HR manager for any reason. Perhaps it goes without saying but keeping the environment enthusiastic and positive should be made a priority.
Putting the focus on your onboarding process is worthwhile. New employees get up to speed 25% faster when the hiring manager is actively planning their onboarding. New employees that experience a positive and engaging onboarding process are also more likely to experience growth at a rapid rate, becoming your most valuable staff in a short period of time.
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