In the world of hospitality management, effective teamwork, respect for employees, and strategic adjustments are crucial for navigating challenges such as labor shortages and high wages. We’re joined by Katarina Railko, a seasoned expert in the field, to discuss innovative strategies that operators are using to manage labor costs and enhance employee satisfaction.
How is Vision Hospitality Group utilizing forecasting techniques to manage staffing more efficiently?
Vision Hospitality Group employs forecasting to strategically manage staffing. They adapt by having general managers and sales directors sometimes oversee two hotels. This method involves assessing hotel needs and leadership capabilities to ensure both hotels and managers benefit. Effective forecasting helps them allocate resources more precisely, aligning workforce levels with anticipated demand.
Can you provide examples of how general managers and sales directors are taking on roles at more than one hotel?
Vision Hospitality Group is a prime example where general managers and sales directors are expanding their roles to oversee multiple properties. This initiative requires a careful evaluation of each manager’s capability to handle additional responsibilities without compromising the quality of service. It includes assessments to determine who can effectively balance overseeing multiple locations.
What factors do you consider to determine if having one person oversee multiple hotels is beneficial?
Before implementing such changes, several factors are considered. These include the compatibility of the manager’s skillset with the additional responsibilities, the geographical proximity of the hotels, and the potential impact on guest experience. It’s crucial to evaluate whether the efficiency gained outweighs any possible negative effects.
How do you ensure guest experience is not impacted while asking teams to work more efficiently?
Maintaining guest experience amidst efficiency drives is essential. This involves continuous training and support for staff, ensuring that teams have the resources they need to provide excellent service. Regular feedback and adjustments to strategies are also necessary to keep service standards high despite workforce changes.
With labor costs spiking 20 percent to 40 percent or more, what other areas of revenue are you focusing on besides labor cuts?
While controlling labor costs is vital, operators are exploring other revenue streams to maintain financial stability. This includes optimizing supply chains, enhancing marketing strategies to increase occupancy rates, and utilizing partnerships that offer cost-effective solutions in areas like scheduling and financial management.
What methods are being employed to make teams more efficient in the areas you mentioned like scheduling or closing out the P&L?
Efficiency can be improved through technology integration in scheduling, streamlined operations, and detailed P&L analysis. Operators are leveraging data analytics to predict trends and make informed decisions, which helps teams work smarter and more effectively.
How does ensuring cultural fit among employees contribute to controlling labor costs?
A strong cultural fit ensures that employees are more likely to stay with the company long-term, reducing turnover costs. Culturally aligned employees are typically more engaged and perform better, which naturally reduces the resources spent on recruitment and training.
In what ways does Ellis Hospitality Group accommodate team members’ needs through flexible scheduling?
Ellis Hospitality Group offers flexible scheduling as a key benefit. By allowing team members to adjust their working hours to better suit their personal lives, they help increase job satisfaction and retention. This flexibility proves critical in accommodating personal needs without disrupting operational functionality.
How does providing extended time off for general managers help in employee retention?
Offering extended time off is a way to acknowledge the hard work of general managers while promoting a healthy work-life balance. It helps in preventing burnout and increases loyalty, as employees feel valued and cared for, ultimately boosting retention rates.
Can you elaborate on the benefits such as staff housing that VIRTU Resorts & Residences offers to employees?
VIRTU Resorts & Residences goes beyond standard compensation by providing staff housing as a significant benefit. This alleviates one of the significant living costs for employees, making it easier for staff to remain committed to their roles and contributing to overall job satisfaction.
How does Ellis Hospitality Group make team members feel “welcome, wanted and respected” through events like monthly lunches and family-style dinners?
Regular events such as monthly lunches and family-style dinners are integral to fostering a welcoming company culture. These gatherings strengthen team bonds and demonstrate appreciation, making employees feel valued and more engaged in their workplace environment.
How has cross-training been beneficial in progressing employees to new positions within Ellis Hospitality Group?
Cross-training is a strategic tool for career development within Ellis Hospitality Group. It equips employees with diverse skills, enabling them to take on different roles and advance within the company. This not only fills skill gaps but also empowers staff to pursue internal opportunities for growth.
Can you describe the interview process at Vision Hotel Group for upper positions?
The interview process at Vision Hotel Group is notably thorough, involving multiple executives to ensure a comprehensive assessment of candidates. This rigorous approach focuses on both skills and cultural alignment, ensuring new hires can thrive within the company’s framework and long-term goals.
How do executives evaluate if a potential hire fits the company culture during interviews?
Evaluating cultural fit during interviews involves identifying candidates who resonate with Vision Hotel Group’s values and work ethic. This includes assessing their willingness to collaborate, adapt, and contribute positively to the existing team dynamic.
What is the “Gear Up” program at Vision, and how does it support team members in growing within the company?
The “Gear Up” program is designed to facilitate career advancement for employees familiar with the company’s ethos. It provides structured opportunities for professional development, ensuring that team members are well-prepared for leadership roles and long-term success within the organization.
How does partnering with the AHLA Foundation on employee training save costs for Ellis Hospitality Group?
By collaborating with the AHLA Foundation, Ellis Hospitality Group accesses free training resources that offset the financial burden of employee development. This partnership ensures compliance with mandatory trainings while enhancing workforce skills, all at a reduced cost.
Can you discuss the mandatory state and federal trainings available through the AHLA Foundation, and how they benefit members in terms of cost savings?
Mandatory state and federal trainings, available through the AHLA Foundation, provide members with a cost-effective way to ensure their teams meet legal requirements. This access also aids in professional development without incurring additional expenses, offering both compliance and cost savings.
Do you have any advice for our readers?
In today’s hospitality landscape, adaptability and a focus on cultural fit are key. Embrace technological advancements and prioritize employee well-being. Foster an environment where respect and recognition are paramount, and you’ll see both staff satisfaction and guest experience improve drastically.
