5 Keys to Promoting Talent Retention in Hospitality

The hospitality sector is experiencing a period of change. After the emergence of COVID-19 and health restrictions, the return to normality was accompanied by a significant rise in raw material prices and an energy crisis caused by tensions between Europe and Russia as a result of the war in Ukraine, which continues to affect the global economy today. 

The great challenge facing today's hospitality sector is that these global problems are compounded by others inherent to the industry, such as the evident shortage of waiters, a high risk of workplace accidents or work overload. These issues have a major impact on how long employees remain in their jobs. The data is clear in this regard. According to an Arcano Research study reported by El Economista, between 2019 and 2023 the active population in Spain increased by 919,000 people; nevertheless, the ‘Commerce and Hospitality’ segment lost 82,000 employees.

Addressing this challenge appropriately, taking into account the needs of both establishments and employees and recognising that employee wellbeing has a positive impact on the business, will help build staff loyalty and retain talent.

1. Hire qualified staff who are interested in the sector

There are countless stories of well-known figures talking about their first work experiences in hospitality. It is not surprising that these workers, when they find another job opportunity, leave the company shortly after being hired.

It is not surprising that these workers, when they find another job opportunity, leave the company shortly after being hired. One of the main keys to retaining talent is to hire candidates who are passionate about the sector. Finding them is often more difficult, but it is worth making the effort and looking for people with hospitality training who are friendly, optimistic, empathetic and have a strong work ethic—a method that The Union Station Hospitality Group has already tested successfully.

2. Maintain open communication with employees and former employees

When employees feel heard and see that their opinions are taken into account, their productivity increases significantly. Valuing their opinions is very positive for businesses, as they are often based on day-to-day experience, from which managers tend to be removed.

Another important source of information for improving how a hospitality establishment operates is what an employee can provide when they decide to leave their job.

3. Improve working conditions

New generations beginning their careers have different concerns from previous ones. The vast majority believe that salary is not the only incentive and seek a place where they can grow as people, with flexible schedules that allow them to enjoy their free time and that shares their values. This outlook on life clashes with one of the main features of the hospitality sector: its working hours and shifts.

Difficulty achieving work-life balance is the main reason why most people do not want to work in hospitality. Although the characteristics of the sector make flexible schedules more difficult, it is possible to create rotas that place more emphasis on productivity than on physical presence. In addition, organising shifts in advance and ensuring a fair system for allocating days off and holidays will improve employee satisfaction, helping them perform better during their shifts.

4. Create a continuous training plan

Training is often overlooked when, in fact, it should be treated as part of employee compensation. Learning has a positive impact on both workers and the companies they work for, so business owners should not cut back when investing in it.

When an employee has more resources to carry out their tasks, they feel more confident in their role and achieve better results. Furthermore, opportunities for professional growth are an undeniable boost to employees' self-esteem and satisfaction. 

5. Invest in occupational risk prevention and work footwear

The pace of work and demands of the sector mean that hospitality workers face a high risk of workplace accidents. The main objective of occupational risk prevention is to avoid them, which is why the use of appropriate PPE is recommended for every role.

During 2023, according to data from the Ministry of Labour and Social Economy, there were 647,495 workplace accidents resulting in sick leave in Spain. Musculoskeletal overexertion, impact against stationary or moving objects, and contact with sharp or pointed elements were their main causes. 

In hospitality, where movement is constant, workers spend long periods standing and walk on uneven or slippery floors, footwear is essential for preventing most incidents. To minimise them, it is essential to provide workers with protective footwear that includes the following characteristics:

• slip-resistant soles that prevent the buildup of debris,
• reinforced toe caps to protect toes,
• water-resistant material that keeps feet dry,
• resistance to hot liquids,
• cushioned insoles for greater comfort.

At Shoes For Crews, we specialise in manufacturing work footwear tailored to the needs of the hospitality sector. Our patented outsole prevents slips, and our R&D&I department works continuously to offer our customers the best technology. Contact us and we will create a specific proposal for your business.