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Retention vs. Turnover
The "Difficult Easy" - "BIG FIVE" formula

1- Selection

  • Select the right people in the first place through behavior-based testing and competency screening
  • The right person, in the right seat, on the right bus is the starting point
  • At the same time, don't neglect to hire people with the innate talent, ability, and smarts to work in almost any position even if you don't currently have the "best" match available. Hire the smartest people you can find to reduce employee turnover

2- Induction

  • Staff induction activities are designed to provide new-starters with the information they need, as well as getting them up to speed on how the organisation works.
  • Induction processes are vital to ensuring that new staff are productive as quickly as possible, and should play a key role in knowledge management initiatives.
  • Finally, induction must be provided ASAP as new staff person starts with the organisation. There is little value in only holding induction seminars every few months, as the new starter will have already been forced to have struggled through for themselves.

3- Training

  • Provide opportunities for people to share their knowledge via training sessions, presentations, mentoring others and team assignments. Employees like to share what they know; the act of teaching others ensures the employee's own learning.
  • Involve employees in decisions that affect their jobs and the overall direction of the Hotel whenever possible. Involve them in the discussion about Hotel vision, mission, values, and goals.

4- Motivation
(Positive re-enforcement)

  • Recognize excellent performance, and especially, link pay to performance to reduce employee turnover.
  • Recognize and celebrate success. Mark their passage as important goals are achieved.
  • Communicate goals, roles and responsibilities so people know what is expected and feel like part of the in-crowd

5- Development

  • Provide opportunities within the company for cross-training and career progression. People like to know that they have room for career movement. This is a serious deterrent to employee turnover.
  • Provide the opportunity for career and personal growth through training and education, challenging assignments and more responsibility.
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