How can a seasonal hotel reduce staff turnover?
This article discusses practical strategies for seasonal hotels to reduce staff turnover and build a more stable, experienced team.
DolceVita Team
A seasonal hotel can reduce staff turnover by focusing on improving pre-season onboarding, creating clear development paths, implementing fair compensation, fostering a positive work environment, and acting on staff feedback. These strategies help build a more stable and experienced team, which is particularly important for hotels on the Italian Adriatic Riviera, where the seasonal nature of operations often leads to fluctuating staffing levels.
Improve Pre-Season Onboarding and Orientation
The period before the season begins sets the tone for a new employee's experience. A thorough pre-season onboarding and orientation program is essential. This includes a comprehensive introduction to the hotel's culture, values, and specific service standards, rather than simply handing out uniforms and explaining basic duties. Provide detailed training on all relevant systems and procedures, ensuring staff feel confident and prepared before guests arrive. For seasonal staff, who often arrive from different regions or even countries, it is also beneficial to offer practical information about the local area, such as transport options and amenities. This helps them settle in quickly and feel supported, reducing early departures due to feeling overwhelmed or disconnected.
Create Clear Paths for Skill Development and Internal Promotion
Even in a seasonal context, employees want to see opportunities for growth. Establish clear frameworks for skill development. This could involve cross-training in different departments, allowing staff to broaden their experience and understand the hotel's operations more holistically. For example, a restaurant server might spend time learning about front office procedures. Outline potential paths for internal promotion, even if these are for more senior seasonal roles or year-round positions within a larger hotel group. When staff know that good performance can lead to advancement, they are more likely to commit to the hotel for multiple seasons. This also creates a pool of experienced staff who are already familiar with your operations, reducing the need to train entirely new teams each year.
Implement Fair and Transparent Compensation and Benefits
Compensation is a significant factor in staff retention. Ensure your salary structures are competitive for the region and for the specific roles. Transparency in how pay is determined and how raises or bonuses are awarded builds trust. Beyond basic salary, consider what other benefits you can offer. This might include accommodation assistance, meal provisions, or discounts on hotel services. For seasonal staff, particularly those working long hours, benefits that support their well-being, such as access to local fitness facilities or organised social events, can be valuable. Clearly communicate the full value of the compensation package, including all benefits, so employees understand the complete picture of what they receive.
Foster a Positive and Supportive Work Environment
A positive work environment supports staff satisfaction and retention. This starts with strong leadership from owners, general managers, and heads of department. Promote a culture of respect, teamwork, and open communication. Recognise and appreciate staff efforts regularly, for consistent good work as well as for outstanding achievements. Implement fair scheduling practices that consider the demands of the season while also allowing for adequate rest. Provide comfortable and clean staff areas, including break rooms and changing facilities. A supportive environment means that staff feel valued, heard, and that their well-being is considered, which encourages them to return season after season.
Gather and Act on Staff Feedback Regularly
To truly understand why staff leave or stay, you must listen to them. Establish regular channels for gathering feedback. This could be through anonymous surveys, one-on-one meetings with managers, or suggestion boxes. Exit interviews, conducted with departing staff, can also provide valuable insights into areas for improvement. The main point is to gather feedback and then act on it. Show staff that their opinions matter and that you are committed to making positive changes based on their input. Communicate what actions have been taken as a result of feedback. This demonstrates a commitment to continuous improvement and builds a sense of ownership and loyalty among your team members.
One way to ensure your team is well-prepared and aligned with your hotel's standards is through DolceVita staff training. This service is available at your hotel, one person at a time during service or online, from €275 per person. Alternatively, the DolceVita Online Academy offers twelve months of library access for the whole hotel, costing €1,250 a year for up to 25 people, €2,500 for up to 75, or €5,000 for up to 150.