Reason for its
lateness is due to the fact that I have been in the process of
starting a new company in conjunction with Executive Search
International. The new company is How To Get The Job You Always
Wanted Pty Ltd.
www.howtogetthtejobyoualwayswanted.com
currently under construction. Plus I am writing a warts and all book
on the same topic.
This new company/seminars are directed at the growing amount of
professionals world wide that are usually over 45, have had quality
well paid positions and find it increasingly difficult to get back
into a competitive workforce. This also includes top class GMs from
hospitality and tourism industries. There are less and less ex pat
positions at the top end as the local managers are now much better
trained. And once over 45 and especially 50 it becomes increasingly
difficult to secure a well paid position. And never think it can't
happen to you. I speak to and give advice to many "It can never
happen to me managers" where it did happen. Being made redundant
these days can happen quickly.
Knowing what goes on in the employment market behind the scenes can
put you way ahead of the crowd not part of it.
The first seminar on the Gold Coast has been booked out and the
second is on the 25th of May.
|
PROMISES...WHAT PROMISES? |
The 4 main
reasons people leave their current employer in hospitality are:
|
1 |
Broken promises. |
|
2 |
Lack of clear career progression. |
|
3 |
Salary. |
|
4 |
Nepotism. |
1
Broken
promises:
So many times this
comes up. Promises made at the interview stage and
offer stage
that do not materialise once the individual begins employment.
As
I say to hospitality professionals, if it's not put in writing
it's highly likely it will not happen.
This is the Number One reason people leave a company, never to
return.
Informing the rest of the industry about their
frustration.
Remote location promise: Sending an individual to a remote
or not so
desirable location on the promise of returning them once
their contract is
up to a very desirable location. What happens is
that once the term is up,
there are no positions available in the
desirable location and the individual
is asked to stay. When
individual complains, they are looked at as rocking
the boat, a
trouble maker, not a team player. The individual leaves with a
critical opinion and this critical opinion is passed on 100 fold.
Hence you will find it increasingly difficult for quality people
to work for you.
Promise of promotion: on the understanding that
taking a remote or
less desirable location you WILL after contract
or agreement will return to
a management role in a desirable
location. Or joining the company in a
lesser role on lesser salary
also on a promise of fast track promotion.
This is all fine if it
comes to fruition, however, it usually does not. Are
we offering a
promotion simply on the fact that an individual has done
what the
company says? or they actually have produced the goods?.
Have they
increased overall revenue, quality, productivity? You can not
just
promote because of remote location or because the individual took
a lesser position initially. This is no basis for developing a
quality productive innovative company / employee.
If the
individual has made a positive productive impact, then follow
through with the promotion promise. If the individual is this
talented and you do not follow through on this promise, they
will go else where. Eventually becoming a very senior manager
and this in turn will come back to bite you on the bum! |
Promise of bonus: where the bonus is never really discussed
and not
put down in writing, or by the time bonus time comes
around, the company gives reasons why they cannot pay or the goal
posts have shifted. (Similar to what politicians do) Try this one
at your peril, and yet it still prevails. These companies receive
a negative reputation where they eventually can only attract the
mediocre employee or the out of work.
Promise of Acquisition: stand alone properties or property
operators with a small amount of hotels and resorts. To acquire
top flight managers comes the promise of acquisition and expansion
worldwide or locally. On many occasions this does not come to
fruition. Many of these promises crash and burn when the company
goes under or the owner not realising what it takes to make a
success in the hotel game pulls out. This leaves individuals out
in the cold or looking while still working for the company. Trying
to secure other top flight managers becomes more and more
difficult if the group appears to be going nowhere.
2
Lack of clear career
progression:
Many quality hospitality individuals who have performed, leave due
to lack
of progression within the company. Again, if you have
promised progression based on qualifiable and quantifiable
indicators then back it up. Losing quality, eventually hurts.
Mediocre hospitality individuals will leave any way for fast track
promotion. Many are after the title at an early age and their life
is a quest for mediocrity. Leave these ones alone and it is no
loss. Losing quality individuals on the other hand is.
You require a quality Human Resources Manager to complement the
existing senior management structure. Not a HR Manager who is
feathering their own nest, or suffering D.O.G ( Delusions of
Grandeur) or where Human Resources is a contradiction in terms.
Nothing human about them.
Your need a quality, talented, EXPERIENCED Human Resources Manager
or Group HR Manager who has a passion and commitment to developing
staff to their true potential. You get this in place and you are
on a winner.
We train well and they leave. If you follow through on
promises. Have
clear progression and offer quality salary this is
simply much less likely
to happen. When you genuinely look after
your staff as much as you would like to be looked after then and
only then will you have a quality company.
| People
are your company. It's not brick and concrete, its not marble,
gold plated door knobs, it's not the chandeliers. It's your
staff. |
3
Salary:
How many times have I had candidates of all levels call me,
annoyed
and confused when they receive their letter of offer with
a salary less
than they were expecting, less than what was
discussed or advertised at,
and yes, less than what the
recruitment company had stated and less than what they were on
previously.
This happens more in hospitality than any other industry. Why?
Many are enticed with the promise of promotion or are enticed with
the
lure of joining a quality 5 star group. These promises are
more and more
falling on deaf ears.
Pay less salary and these people are back on the market quietly
looking
in a short period of time or are easily head hunted by
recruitment
companies or competition.
Classing your salaries on industry salary surveys does not work.
Industry
salary surveys are based on the mean average as much as
the real estate industry does with housing prices and is not a
true reflection.
You must take into account location, star rating, amount of rooms,
size of F&B, the "REPUTATION OF THE GROUP" Cost of living. Supply
and demand of that particular location.
|
What amazes me
with salaries is that Senior Managers when looking complain
about how low the salaries are and use the comment, |
" Pay Peanuts and Get Monkeys."
|
And yet when they are employed, pay peanuts!! and so on the
Merry Go Round we go. |
|
4
Nepotism:
Loyalty should never be rewarded with promotion. Loyalty coupled
with
quality productivity, innovation, passion and enthusiasm
should be.
Progression should never be rewarded for longevity. If the
individual is
not productive or not constantly improving
themselves you have some
decisions to make.
Sucking up and wearing an Armani suit should never be rewarded
with a
better title and salary. How many times have we seen this
in the industry, individuals promoted well above their station.
Are they clever or are we
lazy and take the easy option? Well they
are here, so lets put them in sales!!! Have a look at your sales
department. Who are the real sales people and who are the cocktail
circuit junkies?
Is nepotism a bad thing?. Not if you surround yourself with
talented
individuals who have a history of quality performance.
Working with
a successful team and taking them with you when you
move on plus
adding to this team happens the world over in any
industry. However........
Surrounding your self with friends or walking Armani Suits that
make
you look good for a short time will lead to self destruction.
|
Promoting well dressed mediocre acquaintances over people in
your company who are performing will lead to having a company
full of well dressed walking mediocrity with the talent hired
else where. |
Running a Hotel or Resort is a business, we are in the people
business,
but a business never the less. (Some might think it is
now a real estate
business). However, the industry has changed and
owners want a
profit/profitable business. More and more
hospitality managers need to
know how to read a balance sheet
first and understand financials and act
upon it before looking at
changing the buffet or refurbishment of the restaurant.
You must look at the hotel as your own company. If you want people
to work for your company then follow through on promises,
progression and development, offer quality salaries and
conditions, promote on quality performance, enthusiasm and
passion. Or less and less people will be enticed to your hotel,
your group and the hospitality industry in general.
There are too many players out there these days. A lot of quality
competition. The choice for hospitality industry professionals is
great.
Lose a quality individual and you lose them forever.
Have a great week.
Very Best Regards,
Stuart Mullins
|
