Coping With Chaos: How to manage your hotel workforce in uncertain times
By Paul Feeney Managing Director, Sanford Rose Associates - Wayne | October 2008
- Workers are increasingly unhappy with their jobs - a trend reported by Forbes magazine. So what happens when a key employee departs for greener pastures?
- The U.S. military was calling more and more Reservists and National Guard members to active duty. Who might be called from your company's U.S. operations, and what are your obligations for their re-employment?
- Position openings placed on hold have begun to cause morale and productivity problems, yet higher management remains resolute in its decision not to hire. What, if anything, can you do?
- When the economy does improve, you don't want to be left at the starting gate while all your competitors capture the top talent. How can you avoid finishing last?Readers can complete their own lists. Perhaps, for instance, one of your direct reports is a definite "weak link" - but you are concerned that firing him or her will be approved, while hiring a replacement will not. Or you need to reduce headcount but have no weak links.
As the old saying goes, if there weren't problems, God wouldn't have created managers. And anticipating problems is at least half of the battle for solving them. The smart manager therefore, with the active participation of the organization's HR professionals, will do a little brainstorming to identify the "what-ifs" that may be lurking just around the corner. The even wiser manager will address existing issues and concerns as well.
When Active Duty Calls
Do you know who belongs to a Reserve or National Guard unit? If not, that information is undoubtedly in personnel files, and members probably attend summer camp each year as well. Also, they may be looking pretty anxious these days.
Those who serve their country deserve the highest respect - and the Uniformed Services Employment and Re-Employment Rights Act of 1994 (known as USERRA) ensures they receive it.
The Act, in brief, prohibits employers and their agents from denying employment, re-employment, promotion or specified employee benefits because of an employee's or job candidate's military service. Of particular note, employers must provide leave for military duty - with no limit on duration during times of war or national emergency. USER-RA also mandates prompt re-employment (in the same or similar job) when military service ends, unless the employer's business health has worsened drastically, accommodation of a newly acquired disability would create a significant hardship on the employer, or the employment left behind was of temporary duration.