If you’ve been reading the news, you’ve probably noticed that there have recently been discrepancies and even lawsuits surrounding mistreatment of staff or underpayment within the hospitality industry. To avoid these adverse situations and maintain a positive level of respect and value between your staffing team and your business, it’s imperative to have a staffing management strategy in place.
Beyond the operational side of workforce management such as resourcing, interviewing, training and skills assessments, onboarding, HR, performance and exit interviews, Check in now and ensure that you and your venue are compliant surrounding your workforce management.
Awards and Pay
Awards and correct pay might be the most common discrepancy surrounding compliance. Perhaps it goes without saying, but your best resource to ensure compliance is the Fair Work Ombudsman. If you familiarise yourself with their Pay Guides section so that you’re paying your staff fairly and legally, that’s the first step to compliance.
Browse the full list of pay guides to access the one that applies to you and keep in mind that changes are made often. For a direct download of the Hospitality Industry (General) Award 2010 (HIGA), find it here. Keep in mind that this should be a consistent part of your operations. Awards and regulations are often evolving and as the business operator or manager, it’s up to you to keep on top of the latest changes. To anticipate these, we highly recommend subscribing to email updates straight from the source of the Fair Work Ombudsmen’s website, where you can tailor the details of your business such as industry, awards, and location.
To the best of your ability, having open communication should be a priority when it comes to managing your staff. This will result in maximum results from your team since open and honest conversations surrounding your business will leave your team feeling valued. Forget the “need to know” limitations of communication and give your staff access to more information instead.
Check in with your team regularly, asking them what will make them happier and more productive. Make the time to listen and implement them. After all, your team - especially if they’re front of house facing - is your best brand ambassador and are more likely to be in tune with your guests’ needs.
Have Clear Expectations
Lastly, having clear expectations with your team about expectations is a must for compliance. Lack of clarity leaves too much space for interpretation and miscommunication, resulting in confusion and frustration either from yourself, your team, or more likely - both. It goes without saying that this will hurt your business with unhappy staff, high turnover rates, and a higher risk of being non-compliant.
Create standards and guidelines to employees as to how they are expected to do things. Implementing standards also allows a way to measure the performance of your team and the overall company. Along with these expectations will come the documentation of standards, procedures, and processes, which is another vital tool to remain compliant as a business. With documented processes, everyone will be on the same page and you will be able to refer to your own paper trail.
Looking for more tips on compliance and procedures surrounding hospitality management? Discover our top six essential templates and guidelines found at our Employer Learning Centre, all for free and available now. Click below for access.