With the current hospitality skills shortage on every operator’s mind, it’s more important than ever to evolve so your operation remains relevant in the industry. In the past decade, significant shifts have been made when it comes to social media, brand awareness, and Millennials’ expectations.

Managing hospitality workforce has been no exception. Read on to discover how you should be evolving in your workforce management and why it's not just for big business.


Quality Over Quantity 

As they make up the bulk of the industry, your hospitality operation should be aware of what your Millennial employees are looking for. More than ever, Millennials are going after the operators that that value open communication, support, and teamwork.


This means that, rather than going for a specific role in a larger organisation, Millennials are more likely to pursue a specific company based on their reputation and work culture. The value lies in HR and affirms the importance of hospitality workforce management, regardless of the size of your business.


Value Your Time 

Investing in workforce management now means saving time later, which will allow you to focus on growth and profit. Fundamentally, your hospitality business, big or small, can benefit from workforce management.


This means that you should be very clear on what your ideal workforce looks like. How skilled are you expecting your employees to be? What should their availability be like? And what about their personality traits?


Along with having clarity surrounding your expectations, we also suggest researching your operation’s pain points, what tools are needed to overcome them, and what would make your staff happier and ultimately more productive. Next, we recommend creating standardised guides and systems for your business. It’s imperative to document this whole process, as having


Focus on Your Employees 

Whether you run a restaurant with 10 employees or whether your hospitality operation consists of multiple venues and hundreds of employees, its your team that matters.You should be aiming for highly engaged employees and implement your internal brand. Echoing our previous point regarding Millennials and their attraction to workplace culture, we suggest that you should be selling your brand from the inside out to the most important piece of your hospitality business: your staff.


Once you have made the hire, it’s imperative to follow up with managing your staff in the most efficient and consistent manner. We suggest really getting to know your staff by ongoing communication, and being transparent on why and how your business operates the way it does. This will cultivate value within your hospitality staff and continue to provide residual benefits like reducing employee turnover.


At BENCHMARQUE, we offer workforce management solutions on small and large scales, coming from an empathetic background and focusing on each individual. Our team of people and culture specialists manage an average of 40,000 shifts per year and around 400 hospitality workers, and we know every single person by name rather than employee number.

Interested in learning more? Discover our top strategies for better workforce management here and get in touch with us below.


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About the author Carlyn Shaw

Drawing on 12 years of hospitality experience and coming from a Communications background, I am passionate about all things hospitality.


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