Langham Hospitality Group’s Post

While I agree that employees want a path to succeed, the front line perception of employing one engineer for 2 properties will always be that the company does not want to pay for another person....while this may be true....we as leaders need to figure out how to change that Front Line perception! What is the incentive that engineer has for operating 2 properties? Does the associate have the opportunity to have skin in the game? Through share purchase of company hotels or stock? Does your company offer benefits? and are you querying your employees to find out what benefits to offer them that they most will take advantage of? Doesn't make much sense to offer short-term disability if noone is signing up for it for example. One of the most common mistakes I see by leaders is that they "forget" how hard the Front Line job really is...either because they did it 20 yrs ago or they haven't done it at all. Keeping a pulse on your team is important, retention goals need to individualized. For example, Maybe your housekeeper likes cleaning and doesn't want to be a leader, what's her career path? How do you make sure that individual is happy in her role so that you can retain them? Thinking outside the box, doesn't have to be complicated or expensive....think like a housekeeper, engineer, or front desk worker....stop thinking like a manager when it comes to the team members and what they want. Ask, through surveys or even when you see a team member. Remember, if it were all about money...no one would be in housekeeping..and no one says at 7 years old...when I grow up I want to be a housekeeper. Keep the path open....but customize your approach to each team member and don't forget...sometimes its as easy as saying...what can I do for you today?

Crestbridge recently promoted 49 individuals globally, with 8 of those promotions taking place in Luxembourg. Delano caught up with Anne Catherine Grave, Crestbridge's Luxembourg country head, to discuss the promotions, employee career progression, and work-life balance within the firm. Anne Catherine spoke about Crestbridge's promotion strategy, which emphasizes empowering employees to take control of their career advancement. The company offers flexible working arrangements and tailored learning programs to meet the changing expectations of the workforce. Crestbridge's talent retention policies blend competitive salaries, a positive work environment, and engagement activities like volunteering and sports events. However, Anne Catherine notes the challenges of employee retention and stability in the Luxembourg market. For more insights into Crestbridge's approach to employee career progression and work-life balance, check out the full article. https://lnkd.in/eehPMqsf

Tucker Fresh proudly announce that we have been Certified™ by Great Place To Work® Australia New Zealand Pty Ltd for the second consecutive year. This achievement is entirely based on employee experiences working at Tucker Fresh. Experiences like: 🔥"It feels like the community, the team and management makes this place wonderful, the vibe is great, it doesn't feel like work and at the same time you just want to give your best, you feel proud to be part of it." 🔥"This place is very creative, that’s what makes it unique from usual retail businesses. As an example company always experimenting new ways and techniques to serve the community to its best and develop staff members." 🔥"When someone has an idea to do something different or change up things, they are heard" This certification puts us one step closer to being among the top 20 best workplaces in Australia. Great Place To Work® is the global authority on workplace culture, employee experience, leadership behaviours, employee retention and increased innovation. #greatplacetowork #leadership #teamwork #retail

At DCT Recruitment we are passionate about helping the Hospitality sector! It is good to see that recruitment and retention issues in the sector are being tackled head on at the top level. The All-Party Parliamentary Group (APPG) for Hospitality and Tourism has launched an inquiry into the critical issue of ‘recruitment and retention of staff in hospitality’. This initiative, was highlighted in a recent article by James McAllister on Restaurant Online, underscores the importance of addressing workforce challenges that have long plagued our industry. As we navigate the post-pandemic landscape, the insights from this inquiry could lead to significant improvements in attracting and retaining talent, ultimately ensuring a thriving future for hospitality. It's inspiring to see policymakers taking concrete steps to support and strengthen our sector. Read more about this pivotal inquiry at https://lnkd.in/dQJmF-ys We continually help businesses who employee talent in the sector to find the right talent by working in partnership with educational establishments and other stakeholders who are working to promote the value of the sector to potential candidates. #Hospitality #Tourism #Recruitment #Retention #APPG #WorkforceDevelopment #IndustrySupport #DeliveringCareersTogether

🎤 Come and join an exclusive HR exec summit next week where you’ll hear the latest insights on HR and workforce transformation from me and an incredible team 🤩

Here are the behaviours that I believe will drive change and transformation in navigating the new talent landscape: 1. We have to become agile, change quickly, test and learn and adapt with speed. 2. Embrace and action a Growth Mindset, breaking down and free from old constructs, thinking and stereotypes. 3. More collaboration between all stakeholders The things that worked BC (before COVID) will not work anymore. You can certainly see this from all the data coming out of the great resignations and the quiet quitting conversations. Leaders will have to, and must see employees as partners, connect with more of a human touch, and begin to reimagine work. Hiring for skills and strengths. This is the only way to become successful in the future. And honestly, having braved and survived the pandemic, employees are now imbued with unique courage and an interesting appetite for risk. #connectinginspiringinfluencing

Here we are at the heart of the Young Hospitality Summit (YHS Global)! First conference this morning: talent acquisition with three inspiring panelists: Timur Sentuerk, COO Kempinski Hotels, Marco Zanolari, CEO, The Living Circle, and Michael Levie, Founding Partner, Citizen M. In an industry driven above all by people, where the human element is key to a hotel's success, the speakers shared their experiences and answered questions such as how to choose the right property, how to get off the beaten track when recruiting, how to measure the success rate of recruitment, and which hierarchies exist? Some key points raised by the speakers: the immersion of the new team member is just as important as their acquisition. Working on off-boarding is as essential as on-boarding. Train your managers. Develop a culture of feedback. More to come in a dedicated article on Journal des Palaces! #yhs2024 #hoteliers #ehl #talentacquisition

Hey, #HR Professionals 👋 Let's not shy away from #learning from each other and #follow in the footsteps of those who #DoThingsRight! 💡 Sharing an inspiring article by Marie-Louise Ek, Vice President HR at #Hilton, named in December 2023 the No. 1 World’s Best Workplace by #Fortune magazine and #GreatPlacetoWork. With the HR Team's #efforts centered around four pillars (1. Embracing a Shared #Purpose, 2. Creating Continuous #Growth #Opportunities, 3. Prioritising #Wellbeing, and 4. Welcoming #Diverse #Talent), Hilton aims to #recruit, #keep, and #develop the #best talent while ensuring everyone is #supported and #empowered to bring their #AuthenticSelf to #work every day. This is a great read for all #HRprofessionals who strive to #positively #influence processes at their #organizations, and for #employees themselves to know what they can expect from #great companies! If you have any other #examples of what #goodHR looks like, please share in the comments 🙂🙏 #Hilton #HRpractices #diversity #talent #careeropportunities #workplacewellness #inspiration #inspired #bestworkplaces2023 #toptalent #rewardandrecognition #corporatewellness #learninganddevelopment #2024goals #greatplacetoworkcertified

Check out the highlights of the #MVPAwards!

Effective talent management in hospitality extends beyond recruitment by emphasizing dedicated resources and a mutual commitment to fostering an environment that not only identifies qualified candidates but also actively supports and propels their career growth. Learn how Robson Senior Living reduced their turnover rate, streamlined their operations, and increased resident satisfaction in our case study: https://hubs.li/Q02jll120 #SeniorLiving #Hospitality