Your Senior Leaders Can Affect Whether Your Best Employees Stay…or Not
By Rene Lewis Director of Human Resources , Signature Worldwide | September 18, 2011
"You're hired!" It's good to hear those words again! And depending on who says them in your hotel or business, they can have a profound affect on establishing the right cultural fit between your new hire and your organization.
You might have human resources staff who recruit and on-board new employees. It might also be someone in your operations group who leads this charge. But without the involvement of your senior leader or leaders, you are missing an opportunity to ensure success through recruitment and retention of your key talent.
Finding and keeping your best people is only partially dependant on recruiting. The culture of your workplace will have impact on who is attracted to and who chooses to stay with your business. Numerous employee retention studies have popped up recently as human resources and other leaders across the country develop an understanding of the long-term effects of the economic recession. The findings are all consistent. Despite tough financial times, the main reasons why employees choose to leave a business are still the same as they have been for the last fifteen years: 1) The relationship and trust in their direct supervisor, 2) their belief that senior leaders make good business decisions and act ethically, and 3) their belief that if they work smart and hard, there will be career growth for them. Although we observe that compensation has generally moved up the list in the last two years, it still doesn't usually make or break a person's decision to leave their company.
Senior leaders (are you one of them?) manage and direct the cultural and operational decision-making processes regarding these three things each and every day. There is a direct correlation with businesses where senior leaders are visible, accessible, AND involved in recruiting and retaining employees producing great cultures, productive, fun work environments and bigger bottom lines.
High employee retention begins with great employee sourcing, recruiting and on-boarding. Executive or senior leader participation in recruiting and on-boarding makes a big difference in introducing company culture to prospective employees. It proves to new hires that investment takes place in employees from the very beginning; that the business cares what they do and how they behave. The top candidates are looking for business environments that compel them toward success and offer professional and sometimes personal mentorship.
Including senior people in interviews or in orientation and training will create a sense of connectedness and will motivate and engage employees from the very beginning. The rule of "first impressions" counts for your internal customers, as well as your external customers. This is something we forget. The hard and soft costs of employee turnover can run into the thousands of dollars, depending on the position.
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