As an agency that specialises in recruitment solutions Australia wide, we’ve seen a lot of industries up close and personal. Hospitality is a huge industry when it comes to employment. As our cafe culture only continues to grow we can expect Hospitality to remain a steady source of opportunity for jobseekers. Every industry has its pitfalls and every industry can often be defined by how they’re willing to acknowledge and overcome them. Hospitality has developed a reputation for having high turn over rates. While this is true in many cases, it doesn’t necessarily need to be. We’re looking at why this happens and how you can help reduce your staff turnover as an employee

Hospitality is an extremely versatile industry. You can pursue a long and fulfilling career in a wide number of positions from front to back of house or management and corporate. You’re able to work full time, part time, and casual hours too. This versatility is why at some point or another, hospitality has probably found itself on all our resumes. So why is it that such a versatile, viable, and opportunistic industry, have such a high turnover rate?

It’s their first job

For many, hospitality is the perfect way to gain experience in customer service without any prior experience. It’s an industry where you learn basic on the job skills that you’ll use wherever your career takes you. For so many, the time (and probably age) in which they’re working jobs to gain experience and build their resume at entry level they’re also still figuring out and building their work ethic.

It can be seasonal

A lot of hospitality jobs operate seasonally. Without a consistent demand throughout the year many staff members will leave in off periods, upping the turn over rate of an establishment.

While these are simply symptoms of the industry the other reason staff don’t settle into positions longer term is because the establishment and or management is subpar.It can be easy to overlook the nuances that make a job worth sticking with. The un measurables that don’t come up in reports. The culture, the environment, the support, and the opportunity for growth, all play a huge part in staff turnover.

But why is reducing turnover so important you ask? Some establishments will argue that so long as there is a constant flow of job seekers, turn over shouldn’t matter. We know that it isn’t as simple as this. A good establishment will benefit on and off paper from acquiring more dedicated staff.

Constantly having to recruit and train new staff is going to cost you time and money in the long run. Time and money that could be funneling back into your business or to your loyal staff instead. The longer your staff stick around the better a relationship you can forge with them. This fosters trust and reliability that positively affects their efforts and reflects outwardly on your business.

So how do you go about reducing turnover?

  • Hire the right candidates – it might take more time and a little more resources but actually putting the effort into finding candidates suitable for the job will cut your hard work in half. This is where using a recruitment agency can come in handy. Let the experts sift through the resumes and deliver your next top server on a silver platter.
  • Work both ways – If you want more out of your employees, give more. Take the time to check in, assess any needs or concerns they may have. Reward and encourage them when necessary. They should want to work for you and want to improve your business. Give them a reason to be proud and stick around.
  • Give them space to grow – Challenge them. If you let their position turn stale, staying will be the last thing on their mind. Create opportunity for growth and progression.
  • Balance – If you want work life balance, so do your employees. Nobody is going to stay long in a position that is taking over their life.
  • Pay and provide – A little care goes a long way. You get what you pay for, if you can’t pay your employees award rates or above, don’t expect anything more from them. Your employees are your biggest investment.