Succession Planning in Volatile Times
How prepared are you to retain your work force in these volatile times?
By S. Lakshmi Narasimhan Founder, Ignite Insight LLC | September 02, 2018
One of the most common challenges faced by a hospitality organization is that of maintaining a steady work force to perform all the services offered by them. In other words, ensuring that employee turnover is kept to the minimum is a paramount target for organizations. While the phenomenon of attrition, as it is known in the industry cannot be avoided, retaining employees for as long as possible is key. Attrition is simply the natural process of an employee coming into the company and another leaving. This is unavoidable. But in general, companies aim to keep most of the work force happy and motivated.
Employee turnover is a highly disruptive phenomenon. It strikes at the culture of the company and motivation of the employees themselves. Hotel companies by the nature of their business, hire a major complement of their employees in rank and file positions or what are known as line positions. This is particularly so in the restaurants and housekeeping departments of a hotel. Keeping this chunk of the work force which happens to be at lower levels of the hierarchy happy and motivated will mean consistent levels of service to customers. Nothing is more challenging to a hotel enterprise than the constant movement in and out of employees due to turnover. It disrupts service levels, erodes brand standards, demotivates existing employees and worst of all annoys the customer. It is a surefire way to lose business and erode profitability.
How do hospitality organizations tackle the issue of employee turnover? One of the most powerful approaches to mitigating employee turnover is a strategic succession planning process in place. What is succession planning?
Succession Planning is a strategy which aims to pre-empt movement in employees and address any perceived grievances even before they have a chance to get entrenched. Succession Planning could be considered a big part of what is commonly known as Career Planning for employees. It is a process which by being strategic is a long-term measure to consistently address employee welfare, growth and development. So, what does this strategic process entail?
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