Hotel managers must understand: old employees are treasures!
We often see in our work that hotel managers and old employees are arguing with red faces over some work. In the end, the quarrel is divided, and their hearts are different, even to a situation where one mountain cannot tolerate two tigers. Finally, the old employees are forced to one after another. leave. Everything has two sides. Old employees may be stubborn and like to show their seniority, but they also have their own advantages?
01
experience is treasure
As the old employees of some hotels, it means that they must have been in the battlefield for a long time and have rich experience. Know that experience cannot be bought with money. To take a simple example, there is no comparison between a veteran front office employee and a new hire. He will check people’s appearance, know when to sharpen the knife, and “slaughter” the guests at the right time; he knows how to provide thoughtful service and deliver the right service at the right time, so that the guests can remember deeply. These experiences cannot be bought by money, please make good use of their proudest experiences.
02
To learn to give proper responsibilities
Sometimes the dissatisfaction of the old staff may be caused by the hotel managers, who always don’t pay attention to the hotel’s own talent training. Recruitment as soon as there is a vacancy, preferring to believe in new employees rather than giving opportunities to old employees, not understanding or ignoring the strengths of old employees, and failing to do internal promotion well. It is necessary to properly assign heavy responsibilities. Imagine that after a long time in a position, it is inevitable that there will be a state of weakness. Proper authorization and promotion will give old employees a chance to reinvigorate them.
03
Help them discover the value of existence
Imagine how long you haven’t talked to an old employee. Do you feel relieved or let it go? Without reasonable communication, how can we understand the recent work status of employees. Guide employees more, express their work emotions and pressures, and let them discover the value of existence and the importance the company attaches to employees at the right time, so that old employees can also find a sense of existence.
04
no credit or hard work
Think about the old employees who have worked diligently in the same position for so many years. The initial passion and dream support your mutual dreams. Whether they can be found in every corner of the hotel, the figures and sweat of these old employees, maybe they only know how to pay silently before, and don’t know how to ask for more returns, although there is no outstanding merit, but at least there is an indelible Please respect those old employees who have paid silently!
05
To stabilize the old workforce, I have the following three suggestions:
First, pay attention to the career expectations of older employees.
To establish an example culture of excellent old employees. An excellent team culture, for an enterprise, determines its comprehensive competitiveness in the market. A company that lacks old employees will inevitably lack cultural precipitation, and a company that lacks cultural precipitation will definitely lack the knowledge and experience to deal with various environments. Every move of an old employee in their daily work plays an exemplary role, always affecting the living environment of the enterprise and other employees. Therefore, it is recommended that the internal media of the company publish more deeds of outstanding old employees, and at the same time, the annual group commendation conference sets up the “Annual Old Employee Award Contribution Award” to create a positive atmosphere.
Highlight the special value of old employees in the enterprise. Salary reflects a recognition and affirmation of the contribution value of employees. The choice of an enterprise and the willingness of employees to stay in the enterprise are directly related to whether they obtain a satisfactory economic return. Therefore, when companies recognize the value of old employees, they must give old employees a certain inclination in salary. In state-owned enterprises, “annual merit wages” are usually set to encourage employees to work in the enterprise for a long time. In private enterprises, a “long-term contribution award” is usually set. Whenever an employee reaches a certain working period, a one-time payment is made as a reward for their work contribution. In some Japanese and Korean companies, when considering a salary increase for new and old employees who have the same performance results and the same position, the old employees are given priority, and a “general manager’s special award” will be set to motivate those old employees who have made outstanding contributions to the company. .
Second, enhance the crisis awareness of old employees and activate the “shock fish”.
Improve the enthusiasm of old employees. At present, there is a “old employee disease” in the enterprise, which is manifested by relying on the old and selling the old, low work efficiency, and disobedience to management. The reason for analyzing the “old employee’s disease” is that the old employees lack a sense of crisis. The establishment of enterprises can establish some crisis systems for old employees, such as adding KPI indicators for imparting their own experience and technology to new employees, and the old employees are the team leaders. , carry out regular contests between groups on work tasks, the company publishes performance rankings, rewards those who are excellent, and publicly criticizes those who are at the bottom.
Adhere to the principle of quantity for use. The stability of the old staff team is important, but it must comply with “the right person in the right position” to avoid the problem of the old staff being incompetent. At the same time, for the old staff with a sense of job burnout, on the basis of fully respecting their wishes, combined with the actual situation of the hotel , adjust their positions or adopt a rotation system, such as concierge and security positions, to develop their new potential.
Third, use training and corporate culture to stabilize old employees.
Design multi-modal career promotion channels. Generally, hotels attach great importance to the training of new employees, but there are basically gaps in the training of old employees. In fact, the continuous training of old employees is very important. At present, the turnover rate of hotel employees is relatively high, and some old employees are prone to feel unappreciated, which leads to old employees falling into fatigue, blaming each other, and even turning into “old fritters”, just saying nothing. Therefore, enterprises must pay attention to old employees, and the key is to let old employees continue to add value. Let them feel more attention and training from the company. It is recommended to design a career development plan for senior employees “tailor-made”, such as arranging systematic training for each senior employee, so that he can adapt to the future development needs of the company through continuous learning; Even sent abroad to study to expand their horizons and the world. Systematically helping old employees continue to grow will also allow new employees to work with peace of mind, because new employees will definitely become old employees in the future.