Employee Management Archives | NOVATIVE

The power of EQ | Building an Emotionally Intelligent Workplace

Heba Bakr — Thu, 29 Feb 2024 08:12:37 +0000

Introduction :Building an Emotionally Intelligent Workplace

Many believe that emotions and intelligence are opposites, but researchers in emotion psychology have recognized emotions as it’s Owen unique form of intelligence known as emotional intelligence (EQ). In the workplace these findings highlight that understanding and managing emotions is vital for a well-rounded and effective environment.

Forbes magazine emphasized this by mentioning that 90% of top achievers show strong emotional intelligence. This highlights the importance of fostering an emotionally intelligent workplace for an employee’s overall success.

In the following article, we will discover what emotional intelligence (EQ) is and how having an emotionally intelligent workplace contributes to the establishment and maintenance of a collaborative and high-performing work environment.

What’s emotional intelligence (EQ)?

Emotional intelligence is the ability to understand, use, and manage your own emotions in healthy ways, recognize and understand the emotions of others, and use this knowledge to navigate relationships and interactions effectively. It includes 5 key skills:

Self-awareness

The ability to know what you are feeling and why—and how it affects what you are trying to do. You sense how others see you, so you align your self-image with a larger reality.

Self-control

The capacity to regulate disruptive emotions and impulses. Which ensures the effectiveness of your actions in the face of stressful or hostile conditions.

Empathy

The comprehension abilities of others’ emotions require the capacity to step into their shoes and perceive situations from their point of view.

Motivation

The drive to improve and achieve with a commitment to your goals, or readiness to act on opportunities, and optimism and resilience.

Social skills

The skills needed to handle and influence other people’s emotions effectively.

Advantages of having an emotionally intelligent workplace

By understanding and honing EQ skills, individuals and teams can navigate challenges and enhance performance. The recognition of EQ’s pivotal role is not merely coincidental. It‘s ranking in the top 10 most in-demand work skills by the World Economic Forum, reflects its integral part in helping to create:

Effective leadership & decision-making

Leadership decisions go beyond rational factors; it includes understanding the emotional implications of choices. Developing leadership EQ allows leaders to become more effective, provide support, maintain composure, and positively influence the emotions of those around them.

Supportive well-communicated work environment

Practicing EQ helps the team interact with each other professionally, modulating one’s tone of conversation based on the emotional state of the counterparty and communicating clearly to prevent conflicts. This fosters a supportive workplace and a positive culture.

Administrative efficiency

Emotional intelligence (EQ) enables you to understand your employees better, allowing you to tailor processes to improve efficiency in administrative tasks, handle challenges, and address inquiries. This, in turn, significantly enhances the overall efficiency of the organization.

Enhanced performance & reduced turnover

Investing in EQ skills can unlock the full potential of every employee. Employees with strong emotional intelligence are better equipped to handle workplace stress, maintain productivity under pressure, and adapt to changes, resulting in higher levels of engagement, loyalty, and better long-term performance.

Holistic performance measurement

Emotional intelligence (EQ) is a valuable addition to performance measurement, considering not only technical skills and task accomplishments but also the interpersonal and emotional aspects of an employee’s performance. Providing managers with a broader perspective not only gauges current performance but also predicts future success.

How to create an emotionally intelligent workplace?

Building an emotionally intelligent workplace involves more than constant niceness; it’s about recognizing how emotions’ impact on thoughts, speech, and actions. Leadership support is pivotal for this cultural shift. Establishing specific, measurable goals for emotional intelligence development is key, as is providing a roadmap and ensuring organizational accountability.

work on emotional awareness

Emotional awareness, a key component of emotional intelligence (EQ), plays a crucial role in enhancing team dynamics by enabling teams to navigate the intricate social and emotional processes at play. This strengthens team cohesion and paves the way for success.

Teach emotional intelligence skills

Assess the team’s current emotional intelligence, identify challenges, and implement exercises that address it for ongoing emotion regulation. Involve every team member in the process and integrate this development exercise into everyday practices and interactions with clear metrics to measure progress in team members’ emotional intelligence development.

Implement conflict resolution strategies

Effective conflict resolution plays a pivotal role in building emotional intelligence. It empowers individuals to navigate disagreements constructively. This leads to positive resolutions that not only strengthen relationships but also create a positive emotionally inelegant environment.

Encourage your team to reflect and debrief.

Reflecting on both positive and negative experiences fosters self-awareness and emotional vocabulary. Sharing reflections through open dialogue builds trust and a supportive environment. This collective effort strengthens your team’s EQ.

Conclusion | 4 Strategic Advantages of Global Hiring

In conclusion, the landscape of professional success has shifted, with technical skills alone proving insufficient. Recognizing emotional intelligence (EQ) as the new differentiator is imperative.

As we move forward, encouraging continuous EQ growth becomes integral, ensuring both individual and organizational triumphs in the dynamic world of work.

The post The power of EQ | Building an Emotionally Intelligent Workplace appeared first on NOVATIVE.

6 PTO polices for a smooth holiday season

Heba Bakr — Thu, 07 Dec 2023 07:14:58 +0000

With the holidays’ festivities approaching, it’s not unusual to see decorated desks left unattended. It’s the perfect time for people to go on trips or enjoy quality time with family and friends. Yet, for employers, it’s like everyone’s trying to catch the same holiday wave, and suddenly, scheduling turns into a bit of a festive puzzle.

So not to have a Silent night at the office while keeping your employees happy you can consider these 7 PTO polices that will get you through this PTO rush.

#1 Establish a cutoff date

Establishing a clear timeline for PTO approvals and requests within the team assures a celebration devoid of eleventh-hour astonishments. This a win-win situation, ensuring a holiday work crew’s precision by instituting unequivocal deadlines.

Maintaining proactivity in PTO processing becomes essential, guaranteeing seamless approvals and empowering employees to strategically organize around their schedules.

#2 Adapt a floating holiday system

In today’s workplace, Diversity is at its peak, reflecting varied cultural and personal backgrounds. However, during major holidays with extended closures, employees may feel pressured to use vacation time, even if these holidays hold little personal significance.

Introducing floating holidays eases the Christmas time-off rush and adds flexibility for everyone. For those not celebrating Christmas, it’s a chance to customize time off to personal preferences.

Imagine an employee happily taking time for family or cultural celebrations, creating joyful moments without you having the stress of scheduling gaps created by the holidays.

#3 Set a plan for Requests Prioritization

Navigating time off during the holidays demands a fair process. Defining the criteria, you use to approve or deny leave ensures a seamless balance between festive celebrations and smooth operations.

You can take the traditional route, basing your assessment on employee hierarchy or seniority, or on a first-come, first-served basis, but this system might lead to operational disruptions, overlooking individual circumstances or varying workloads.

Embracing modern approaches like a rotational schedule for time off, aligning with business needs, and encouraging team coordination ensures that everyone gets a turn, fostering appreciation among your team.

#4 Encourage flexibility

Since everyone has different holiday plans, giving your employees some options to alter or adapt their workdays to match their needs to celebrate their usual holiday traditions while making sure you have enough employees on staff. You might consider:

Partial-Day PTO: Employees can contribute during crucial work hours while maintaining productivity levels even during peak holiday periods.
Remote work for those employees who can perform their tasks outside of the office allows them to participate in holiday festivities without taking a day off.
Shift swaps Employees can swap shifts to accommodate their holiday preferences.

For example, an employee can celebrate their usual holiday traditions then have a later shift during the day.

#5 Offer Incentives and Rewards for Working

While the idea of working during the holiday season might not be everyone’s cup of cocoa, high consumer demand requires us to be ready with more productive workers.

So, to encourage workers to take up the hours during the season, you might consider some incentives like:

Cash bonuses whether it’s a few dollars or a large sum it adds a touch of sparkle to your employee’s hard work
Holiday pay rate Holiday pay is a great way to make it worth your employees’ time.
Parties and events Alleviate the potential stress of working during busy holiday periods with celebrations in the workplace, creating a festive atmosphere.
Extra PTO encouraging employees to approach holiday shifts with a positive mindset, knowing that they have the opportunity to relax and rejuvenate afterward.

#6 Implement a clear request system

But before doing all the previous you must have a seamless process for employee time-off requests. This process includes guidelines outlining the method for requesting time off, identifying the designated recipient for these requests, and articulating the criteria governing the approval or rejection of vacation leave.

Conclusion - 6 PTO polices for a smooth holiday season

While using an Excel spreadsheet may seem convenient, it often proves time-consuming and susceptible to human errors, potentially leading to scheduling mishaps. Opt for a more efficient and foolproof approach to ensure a smoother holiday season.

Want a Stress free holiday season?

The post 6 PTO polices for a smooth holiday season appeared first on NOVATIVE.

Diversity in the Hospitality Industry: How to Promote It

Ahmed Khaleel — Thu, 06 Jul 2023 13:46:22 +0000

Diversity in the Hospitality Industry

Diversity in the hospitality industry is a must because it is a customer-centric industry. It relies on people to provide exceptional customer service.

As travelling nowadays becomes easier, it becomes imperative to promote and demonstrate cultural sensitivity when interacting with clients (not only clients, but between the employees themselves).

Promoting diversity in your hospitality business will not only enhance your customer experience but also enhance employee engagement. Research has demonstrated that diverse workforces exhibit heightened creativity, accelerated problem-solving, increased innovation, and enhanced decision-making capabilities. According to studies, diverse teams make better decisions than non-diverse teams up to 87 % of the time.

Interested in learning how to promote diversity in the hospitality industry? Check out our article to learn more.

#1 Assess Current Policies

If you want to move to a more diverse organization, begin by digging deep into your current practices, policies, and procedures to get a comprehensive understanding of your situation. Examine all the hospitality business areas, such as talent acquisition, hiring, onboarding, promotion, performance evaluation, work-life balance, etc.

This means that you will need to create a new policy or amend the current ones to support diversity and inclusion in the workplace. For example, but not limited to:

Offer different holidays that allow employees to take time off based on their religious or cultural situation, which promotes more diversity.
Offer your organization’s policies in a translated version so every employee can communicate in his or her preferred language.

#2 Build a Bond of Trust to Promote Diversity in the Hospitality Industry

Creating workplace diversity policies is half the way to a more diverse workplace. In addition to assessing your current policies, creating a bond of trust and enhancing mutual respect is essential for promoting diversity in the hospitality industry. All your team members must share and apply the values of understanding and respect to avoid any potential conflict. If a conflict arises because of the language barrier, for instance, you will have to act as an intermediary while respecting the cultures of each party.

To build trust within your team, encourage speaking up and communicating verbally. Be aware of any signs of misunderstanding and don’t let it fester. You can hold regular one-on-one meetings with your employees to ensure their well-being.

Another tip is that you can have your employees volunteer together in your communities to forge deeper connections with one another. This can help create opportunities for your diverse workforce to understand each other.

#3 Have A Look at Your Own Team.

The hospitality industry lags behind other sectors when it comes to addressing diversity. According to studies by the Castle Project, the report found that in 2021, representation of black leaders in the hospitality industry fell from 2.7 percent at the director level to 1.6 percent at the chief (C-suite) level.

Additionally, the hospitality industry deals with people from different cultures, races, ages, etc. Thus, it is incongruous to claim diversity and inclusion without demonstrating it through your employment practices.

You can start by transforming and changing your own workplaces. There are a lot of different ways to promote diversity in your business, such as by promoting pay equity, making your managers and employees aware of unconscious bias, developing a diversity training program, and more.

#4 Create A Recruiting Strategy for Diversity in the Hospitality Industry.

Did you know that more than 3 out of 4 job seekers and employees (76%) report that a diverse workforce is an important factor when evaluating companies and job offers? Some recruiting strategies that can promote diversity are:

Building a diverse talent pool: Although it is a good idea to have a predefined list of skills and characteristics, remember to be flexible. Be open to all cultures, differences, and, of course, different experiences.
Mitigating Bias: investing in training to inform your employees of these biases and what actions continue to reinforce them can be a vital step towards promoting diversity.
Using Recruitment Software: If you are not investing in recruitment software, you should consider doing so. With such a tool, you can expand your search for candidates. Get your hospitality vacancies in front of different candidates. Additionally, recruitment software will help you automate your recruitment process, giving your team the opportunity to focus more on diversity. Did you know that 41% of companies claim they don’t have the time to implement diversity initiatives?

#5 Measure, Track, Assess, and Adapt.

Promoting diversity in the hospitality industry is not a quick fix. It’s an ongoing process that requires you to set diversity-related goals and establish metrics to measure progress in the process. Regularly review data on employee performance, employee satisfaction, and retention rates to identify areas that need improvement.

Another tip is to seek regular feedback from your team and create opportunities for open discussions, as we mentioned above, by building a bond of trust.

Conclusion - Hospitality employee performance reviews

Have you found this article useful? Then stay tuned for more articles on how to streamline the entire HR process in the hospitality industry.

Are you ready to promote hospitality diversity by digitizing the HR process to focus more on your strategic tasks? We can support you every step of the way!

Novative offers both smart and powerful HR management software and global payroll outsourcing services for the hospitality industry. Learn more.

Diversity in the Hospitality Industry: How to Promote It

Diversity in the hospitality industry is a must because it is a customer-centric industry. It relies on people to provide exceptional customer service.

As travelling nowadays becomes easier, it becomes imperative to promote and demonstrate cultural sensitivity when interacting with clients (not only clients, but between the employees themselves).

Interested in learning how to promote diversity in the hospitality industry? Check out our article to learn more.

#1 Assess Current Policies

This means that you will need to create a new policy or amend the current ones to support diversity and inclusion in the workplace. For example, but not limited to:

Offer different holidays that allow employees to take time off based on their religious or cultural situation, which promotes more diversity.
Offer your organization’s policies in a translated version so every employee can communicate in his or her preferred language.

#2 Build a Bond of Trust to Promote Diversity in the Hospitality Industry

#3 Have A Look at Your Own Team.

#4 Create A Recruiting Strategy for Diversity in the Hospitality Industry.

Building a diverse talent pool: Although it is a good idea to have a predefined list of skills and characteristics, remember to be flexible. Be open to all cultures, differences, and, of course, different experiences.
Mitigating Bias: investing in training to inform your employees of these biases and what actions continue to reinforce them can be a vital step towards promoting diversity.
Using Recruitment Software: If you are not investing in recruitment software, you should consider doing so. With such a tool, you can expand your search for candidates. Get your hospitality vacancies in front of different candidates. Additionally, recruitment software will help you automate your recruitment process, giving your team the opportunity to focus more on diversity. Did you know that 41% of companies claim they don’t have the time to implement diversity initiatives?

#5 Measure, Track, Assess, and Adapt.

Another tip is to seek regular feedback from your team and create opportunities for open discussions, as we mentioned above, by building a bond of trust.

Conclusion - diversity in the hospitality industry

Have you found this article useful? Then stay tuned for more articles on how to streamline the entire HR process in the hospitality industry.

Are you ready to promote hospitality diversity by digitizing the HR process to focus more on your strategic tasks? We can support you every step of the way!

Novative offers both smart and powerful HR management software and global payroll outsourcing services for the hospitality industry. Learn more.

diversity in the hospitality industry

Diversity in the hospitality industry is a must because it is a customer-centric industry. It relies on people to provide exceptional customer service.

As travelling nowadays becomes easier, it becomes imperative to promote and demonstrate cultural sensitivity when interacting with clients (not only clients, but between the employees themselves).

Interested in learning how to promote diversity in the hospitality industry? Check out our article to learn more.

#1 Assess Current Policies

This means that you will need to create a new policy or amend the current ones to support diversity and inclusion in the workplace. For example, but not limited to:

Offer different holidays that allow employees to take time off based on their religious or cultural situation, which promotes more diversity.
Offer your organization’s policies in a translated version so every employee can communicate in his or her preferred language.

#2 Build a Bond of Trust to Promote Diversity in the Hospitality Industry

#3 Have A Look at Your Own Team.

#4 Create A Recruiting Strategy for Diversity in the Hospitality Industry.

Building a diverse talent pool: Although it is a good idea to have a predefined list of skills and characteristics, remember to be flexible. Be open to all cultures, differences, and, of course, different experiences.
Mitigating Bias: investing in training to inform your employees of these biases and what actions continue to reinforce them can be a vital step towards promoting diversity.
Using Recruitment Software: If you are not investing in recruitment software, you should consider doing so. With such a tool, you can expand your search for candidates. Get your hospitality vacancies in front of different candidates. Additionally, recruitment software will help you automate your recruitment process, giving your team the opportunity to focus more on diversity. Did you know that 41% of companies claim they don’t have the time to implement diversity initiatives?

#5 Measure, Track, Assess, and Adapt.

Another tip is to seek regular feedback from your team and create opportunities for open discussions, as we mentioned above, by building a bond of trust.

Conclusion - diversity in the hospitality industry

Have you found this article useful? Then stay tuned for more articles on how to streamline the entire HR process in the hospitality industry.

Novative offers both smart and powerful HR management software and global payroll services for the hospitality industry. Learn more.

Are you ready to promote hospitality diversity by digitizing the HR process to focus more on your strategic tasks?

We can support you every step of the way!

The post Diversity in the Hospitality Industry: How to Promote It appeared first on NOVATIVE.

How to effectively conduct hospitality employee performance reviews

Ahmed Khaleel — Thu, 22 Jun 2023 13:54:25 +0000

Hospitality employee performance reviews

Conducting employee performance reviews is crucial to maintaining and increasing your business’s retention rate. And when it comes to the hospitality industry, it is a commonly known fact that employees are the industry’s greatest asset. They act as the soul of hospitality. Thus, the more effectively you manage employee performance reviews, the higher quality service you provide to your customers.

Employee performance reviews are not only about bad performances; consistent and honest reviews of your people’s performance are a way of showing gratitude and appreciation that shows employees contributions are valued. Also, it’s a way to listen to your employees and boost their motivation. According to Forbes, 74 percent of employees report that they are more effective at their jobs when they feel heard.

But when it comes to hospitality employee performance reviews, they aren’t the same as employee reviews in other industries. Hospitality employees are subject to different stresses, including but not limited to long and irregular hours, emotional labor, seasonal fluctuations, and more. That’s why managers in the industry should pay extra attention to adequately preparing for this crucial process.

As a manager, hiring an employee doesn’t mean your job is over. Periodically measuring employees’ performance is critical in making your business run smoothly.

Ready to get started? Here’s how to create effective employee performance reviews.

#1 Setting Expectations Before Conducting Employee Performance Reviews.

Effective employee performance reviews start once a selected candidate becomes your employee. Managers should provide the newly hired employee with a thorough orientation and onboarding process to the organization, their roles and responsibilities, and the culture.

Communicate with the newly hired ones and tell them more about your guests, values, and rules, and set clear performance expectations for successful performance. The more clearly you articulate these expectations, the more likely it is that the person will meet them.

#2 Setting Clear Goals for Hospitality Effective Employee Performance Reviews

The management guru Peter Drucker famously said, “If you can’t measure it, you can’t manage it.”

If you don’t measure your employees’ performance, then how do you know how you are doing? How do you know if you are doing well? Or poorly? Without adequate information about employees’ outcomes, you cannot properly decide what actions should be taken to improve employee performance.

Thus, setting clear and measurable goals is an important aspect of employee performance reviews in the hospitality industry. When setting goals, it’s important to ensure that they are Specific, Measurable, Achievable, relevant, and time-bound (SMART). For example, a hotel might set a goal of achieving 90% meal consistency and accuracy to ensure customer satisfaction within a specific time frame.

Additionally, Hotels and restaurants can set goals for different areas of the business, such as employee attitude, time per table turn, service reviews, Sales and costs, website traffic, and more.

#3 Performance Coaching

Good Performance coaching starts with taking notes all year. Track the performance of your employees and create a performance file for each employee. Keep records of everything, including accomplishments and incidents, whether positive or negative.

Remember that doing annual employee performance reviews on an annual basis may not be the best practice, Why? Because a whole year of work is summed up in one meeting can be tedious for your supervisors and intimidating for your employees. For this reason, yearly employee performance reviews might miss the mark in conveying clear critiques and adjustments.

Also, regular reviews permit managers to set goals and objectives for workers. Managers & HR can assess how every worker’s performance lines up with individual and departmental objectives. Managers can more easily distinguish between those who try to solve challenging situations and those who don’t care about their responsibilities.

In addition, hospitality industries can use checklists, guest service surveys, and/or other similar means to give employees feedback on a daily basis. This feedback can have an impact on clarifying and improving performance issues.

Moreover, investing in a performance tracking system helps your team to set goals in an effective way, follow the interviews and create relevant reports. It can easily facilitate and centralize your performance reviews process.

#4 Ask the Employees to Respond

Employee performance reviews are a two-way transfer of Information. Not only should performance reviews happen frequently, but they should also be more engaging. Both managers and employees should contribute equally to the conversation.

While there isn’t a one-size-fits all solution for performance reviews, every review should promote trust, be evidence-based, reduce anxiety, and create clarity. It can discuss career growth and development, peer feedback, customer feedback, engagement challenges, and more.

Also, Numerous managers think these workers are OK with proceeding with their responsibilities without complaint. This isn’t the right methodology. Managers should start an open discussion to discern whether these employees are nearing burnout or not. If an employee is regularly exceeding expectations, they deserve to know about it and be rewarded for it.

#5 Transparent Rewards and Recognition

Workers who accomplish exceptional work merit acknowledgment. They are the workers who continuously go above expectations, the ones that supervisors rely on and who generally take on more tasks than others.

An effective employee evaluation permits you to discuss these contributions and what that employee sees as fair pay for extraordinary performance. Giving your employees recognition and rewards can improve overall performance. While encouraging mediocre or poor performers to improve their performance as well.

#6 Getting Rid of The Poor Performers

Sometimes, all your attempts to improve the performance of an employee fail, and the last resort is getting rid of these poor performers out of your organization.

But you can try to give them a last chance by creating a Performance Improvement Plan (PIP) armed with constructive coaching. You and your poor performer can get together and write down what you’ve agreed on, along with dates by which goals should be achieved.

Place your PIP with a written disciplinary warning saying, “Repetition of this conduct, failure to follow any of our normal work rules will result in immediate termination of your employment.”

Additionally, hospitality employees must do this process correctly to avoid any future legal claims. Documentation is the key.

Write everything down to get rid of any attempt to deny that this happened. Here are some examples of important documentation to collect:

Performance reviews documentation.
Electronic communications.
Phone conversations or one-on-one chats

Conclusion - Hospitality employee performance reviews

Have you found this article useful? Then stay tuned for more articles on how to streamline the entire HR process in the hospitality industry.

Are you ready to improve employee performance by digitizing the process to increase your hospitality business’s retention rate? We can support you every step of the way!

Novative offers both smart and powerful HR management software and global payroll outsourcing services for the hospitality industry. Learn more.

Hospitality employee performance reviews

As a manager, hiring an employee doesn’t mean your job is over. Periodically measuring employees’ performance is critical in making your business run smoothly.

Ready to get started? Here’s how to create effective employee performance reviews.

#1 Setting Expectations Before Conducting Employee Performance Reviews.

#2 Setting Clear Goals for Hospitality Effective Employee Performance Reviews

The management guru Peter Drucker famously said, “If you can’t measure it, you can’t manage it.”

Additionally, Hotels and restaurants can set goals for different areas of the business, such as employee attitude, time per table turn, service reviews, Sales and costs, website traffic, and more.

#3 Performance Coaching

#4 Ask the Employees to Respond

Employee performance reviews are a two-way transfer of Information. Not only should performance reviews happen frequently, but they should also be more engaging. Both managers and employees should contribute equally to the conversation.

#5 Transparent Rewards and Recognition

#6 Getting Rid of The Poor Performers

Sometimes, all your attempts to improve the performance of an employee fail, and the last resort is getting rid of these poor performers out of your organization.

Place your PIP with a written disciplinary warning saying, “Repetition of this conduct, failure to follow any of our normal work rules will result in immediate termination of your employment.”

Additionally, hospitality employees must do this process correctly to avoid any future legal claims. Documentation is the key.

Write everything down to get rid of any attempt to deny that this happened. Here are some examples of important documentation to collect:

Performance reviews documentation.
Electronic communications.
Phone conversations or one-on-one chats.

Conclusion - Hospitality employee performance reviews

Have you found this article useful? Then stay tuned for more articles on how to streamline the entire HR process in the hospitality industry.

Are you ready to improve employee performance by digitizing the process to increase your hospitality business’s retention rate? We can support you every step of the way!

Novative offers both smart and powerful HR management software and global payroll outsourcing services for the hospitality industry. Learn more.

Hospitality employee performance reviews

As a manager, hiring an employee doesn’t mean your job is over. Periodically measuring employees’ performance is critical in making your business run smoothly.

Ready to get started? Here’s how to create effective employee performance reviews.

#1 Setting Expectations Before Conducting Employee Performance Reviews.

#2 Setting Clear Goals for Hospitality Effective Employee Performance Reviews

The management guru Peter Drucker famously said, “If you can’t measure it, you can’t manage it.”

Additionally, Hotels and restaurants can set goals for different areas of the business, such as employee attitude, time per table turn, service reviews, Sales and costs, website traffic, and more.

#3 Performance Coaching

#4 Ask the Employees to Respond

#5 Transparent Rewards and Recognition

#6 Getting Rid of The Poor Performers

Sometimes, all your attempts to improve the performance of an employee fail, and the last resort is getting rid of these poor performers out of your organization.

Place your PIP with a written disciplinary warning saying, “Repetition of this conduct, failure to follow any of our normal work rules will result in immediate termination of your employment.”

Additionally, hospitality employees must do this process correctly to avoid any future legal claims. Documentation is the key.

Write everything down to get rid of any attempt to deny that this happened. Here are some examples of important documentation to collect:

Performance reviews documentation.
Electronic communications.
Phone conversations or one-on-one chats.

Conclusion - Hospitality employee performance reviews

Have you found this article useful? Then stay tuned for more articles on how to streamline the entire HR process in the hospitality industry.

Novative offers both smart and powerful HR management software and global payroll services for the hospitality industry. Learn more.

Are you ready to focus on your hotel’s strategic goals while staying in compliance with the law?

We can support you every step of the way!

The post How to effectively conduct hospitality employee performance reviews appeared first on NOVATIVE.

Hospitality Industry Labor Laws: How to Stay Current

Ahmed Khaleel — Thu, 11 May 2023 06:40:58 +0000

Hospitality Industry Labor Laws

Staying current with hospitality industry labor laws has become not only difficult but also mandatory. The hospitality industry is a fast-paced and dynamic field that provides numerous job opportunities. From hotels, restaurants, and bars to theme parks and cruise ships. This variety makes the hospitality industry subject to various labor laws and regulations that can change frequently, making it challenging for employers or HR managers to stay up to date.

However, failure to comply with these laws can result in costly penalties and legal disputes. Not only this, but it can damage your business’s reputation.

In this blog, we’ll discuss the importance of staying current with labor laws in hospitality and provide tips and tricks to do so effectively.

#1 Stay Current with Hospitality Industry Labor Law by Using Reliable Sources of Information

One of the most crucial steps in staying current with hospitality industry labor laws is to monitor changes in laws and regulations. HR managers should keep an eye on local laws and regulations that may impact their business operations. For example, capacity limits used to be one of the regulations that were applied in many countries and regions. This was to ensure that social distancing measures could be enforced and to reduce the risk of transmission of COVID-19.

That’s why it is crucial to regularly monitor the websites of governing agencies and employment and Labor law bodies to stay current and gain a comprehensive understanding. Always go to the source. For example, but not limited to, the European Agency for Safety and Health at Work, which provides information and resources on occupational safety and health, including guidance on labor laws that impact the hospitality industry.

#2 Stay Current with Hospitality Industry Labor Law by Signing Up for Compliance Newsletters

This can also be a good way to stay current. Signing up for a newsletter is an effective way to keep abreast of the latest labor law changes that could impact your business. In addition to the government and compliance websites, you can also sign up to any website that focuses on the hospitality industry. These are also valuable resources to initiate your search.

For example, Hospitality Lawyer is a worldwide network of attorneys that focus on hospitality, travel, and tourism issues in the U.S. That’s why it’s a good idea to use a variety of tools and resources. This is the best way to cover your bases and ensure you’re up-to-date.

#3 Attend Industry Events and Conferences to Stay Current with Hospitality Industry Labor

Attending industry events, conferences, and webinars is not only a way of networking, growing connections, and learning from experts, but it is also great for making you aware of new regulations and changes. Additionally, these events offer valuable insights into the latest trends, best practices, and upcoming changes in regulations.

Bonus Tip: By joining the Society for Human Resource Management (SHRM), you can gain access to numerous resources, such as guides and articles, that aim to assist you in staying current and compliant with pertinent labor laws. Additionally, the SHRM conducts events, conferences, seminars, and workshops for its members that address specific topics.

Speaking of SHRM, we are excited to announce that we will be attending the SHRM 2023 Annual Conference & Exposition in Las Vegas from June 11-14!

Don’t miss out on this opportunity to connect with us and other HR professionals passionate about driving change in the workplace!

#4 Seek Professional Guidance from A Legal Expert

As an employer, you may not be aware of an employee’s home country rules and regulations in terms of labor law. That’s why it is important to have an expert labor law compliance expert who will help you stay up-to-date with employment laws. This can also be helpful if you hire internationally or are planning to expand your business overseas. They can also help businesses navigate any legal issues that may arise.

Additionally, consulting with legal experts and human resources professionals can also provide peace of mind, knowing that your business is protected.

Did you know that Novaitve has +30 years of experience in multinational hotels, and its experts are familiar with all local rules and regulations to ensure you’re always compliant?

#5 Maintain Effective Communication with Employees

Maintaining effective communication with employees is crucial for staying current with labor laws in hospitality. HR managers and hotel owners should regularly communicate any changes or updates related to labor laws. Also, provide training on compliance.

Additionally, they should encourage employees to report any potential violations of labor laws and establish a clear protocol for addressing them.

#6 Use the Right Software

Maintaining compliance without proper tools can increase the complexity of the task. Hotels and restaurants equipped with appropriate compliance software are more likely to adhere to legal requirements and mitigate the risks of human errors. Additionally, HR software can automate compliance checks and provide alerts when regulations change, helping you to avoid potential fines and penalties.

Did you know that one of Novative’s employee scheduling software features is to send an alert when you exceed the working hours mentioned in the employee contract?

Conclusion - Payroll Trends 2023

Have you found this article useful? Stay tuned for more! At Novative, HR in hospitality is a subject we discuss regularly. Follow us to make sure you don’t miss any of our content on this subject!

Are you ready to focus on your hotel’s strategic goals while staying in compliance with the law? We can support you every step of the way!

Novative offers smart and powerful HR management software for the hospitality industry. Learn more.

Hospitality Industry Labor Laws

However, failure to comply with these laws can result in costly penalties and legal disputes. Not only this, but it can damage your business’s reputation.

In this blog, we’ll discuss the importance of staying current with labor laws in hospitality and provide tips and tricks to do so effectively.

#1 Stay Current with Hospitality Industry Labor Law by Using Reliable Sources of Information

#2 Stay Current with Hospitality Industry Labor Law by Signing Up for Compliance Newsletters

#3 Attend Industry Events and Conferences to stay current with Hospitality Industry Labor

Bonus Tip: By joining the Society for Human Resource Management (SHRM), you can gain access to numerous resources, such as guides and articles, that aim to assist you in staying current and compliant with pertinent labor laws. Additionally, the SHRM conducts events, conferences, seminars, and workshops for its members that address specific topics.

Speaking of SHRM, we are excited to announce that we will be attending the SHRM 2023 Annual Conference & Exposition in Las Vegas from June 11-14!

Don’t miss out on this opportunity to connect with us and other HR professionals passionate about driving change in the workplace!

#4 Seek Professional Guidance from A Legal Expert

Additionally, consulting with legal experts and human resources professionals can also provide peace of mind, knowing that your business is protected.

Did you know that Novaitve has +30 years of experience in multinational hotels, and its experts are familiar with all local rules and regulations to ensure you’re always compliant?

#5 Maintain Effective Communication with Employees

Additionally, they should encourage employees to report any potential violations of labor laws and establish a clear protocol for addressing them.

#6 Use the Right Software

Did you know that one of Novative’s employee scheduling software features is to send an alert when you exceed the working hours mentioned in the employee contract?

Conclusion - Payroll Trends 2023

Have you found this article useful? Stay tuned for more! At Novative, HR in hospitality is a subject we discuss regularly. Follow us to make sure you don’t miss any of our content on this subject!

Are you ready to focus on your hotel’s strategic goals while staying in compliance with the law? We can support you every step of the way!

Novative offers smart and powerful HR management software for the hospitality industry. Learn more.

Hospitality Industry Labor Laws

However, failure to comply with these laws can result in costly penalties and legal disputes. Not only this, but it can damage your business’s reputation.

In this blog, we’ll discuss the importance of staying current with labor laws in hospitality and provide tips and tricks to do so effectively.

#1 Stay Current with Hospitality Industry Labor Law by Using Reliable Sources of Information

#2 Stay Current with Hospitality Industry Labor Law by Signing Up for Compliance Newsletters

#3 Attend Industry Events and Conferences to Stay Current with Hospitality Industry Labor

Speaking of SHRM, we are excited to announce that we will be attending the SHRM 2023 Annual Conference & Exposition in Las Vegas from June 11-14!

Don’t miss out on this opportunity to connect with us and other HR professionals passionate about driving change in the workplace!

#4 Seek Professional Guidance from A Legal Expert

Additionally, consulting with legal experts and human resources professionals can also provide peace of mind, knowing that your business is protected.

Did you know that Novaitve has +30 years of experience in multinational hotels, and its experts are familiar with all local rules and regulations to ensure you’re always compliant?

#5 Maintain Effective Communication with Employees

Additionally, they should encourage employees to report any potential violations of labor laws and establish a clear protocol for addressing them.

#6 Use the Right Software

Did you know that one of Novative’s employee scheduling software features is to send an alert when you exceed the working hours mentioned in the employee contract?

Conclusion - Hospitality Industry Labor Laws

Have you found this article useful? Stay tuned for more! At Novative, HR in hospitality is a subject we discuss regularly. Follow us to make sure you don’t miss any of our content on this subject!

Novative offers smart and powerful HR management software for the hospitality industry. Learn more.

Are you ready to focus on your hotel’s strategic goals while staying in compliance with the law?

We can support you every step of the way!

The post Hospitality Industry Labor Laws: How to Stay Current appeared first on NOVATIVE.

How to retain employees in the Hospitality Industry

Ahmed Khaleel — Wed, 19 Apr 2023 22:00:26 +0000

Retain Hospitality Employees

Retaining hospitality employees is a critical aspect of success. A high level of turnover can lead to a decrease in productivity and customer satisfaction and an increase in the costs associated with recruitment and training.

According to the Bureau of Labor Statistics, the sector has an annual turnover rate of 73.8%, with over 6% of staff leaving every month.

The number itself is concerning, but the issue goes beyond that. When almost 75% of the employees leave every year, it raises the question, What is the financial impact of this high turnover rate on the hospitality industry?

According to a study by Cornell University’s School of Hospitality Management, employee turnover costs hospitality companies an average of $5,864 per employee. It’s a substantial amount of money that could be applied to different projects to improve the overall profitability of the business. Furthermore, the hospitality industry has a long-standing track record of experiencing high levels of employee turnover and frequently encounters challenges in retaining employees.

With all that being said, you may be curious about what measures can be taken to improve your rate of employee retention. Every business is different; however, presented below are some tips and tracks that may help you through the process of how to retain your employees in the hospitality industry and keep your employees happy and wanting to stick around in the industry.

#1 Retain Hospitality Employees with an Effective onboarding process.

Research by the Brandon Hall Group found that companies with a strong onboarding process improve new hire retention by 82 percent.

The first thing to do to retain your hospitality employees is to have an effective onboarding process. We can say that the secret to a well-crafted onboarding process is a good first impression. First impressions have a lasting impact on how a person thinks about something.

The better the first impression and the longer you maintain a positive impression, the more likely it is that you will keep and retain your employees.

You can start before your employees take their first step in your company by going through a checklist of things like an offer letter, an employee agreement, a welcome email from the direct manager, and so on. Then you can move on to the “welcome onboarding process,” where you help your new hires transition into new roles.

Want to get deep into learning more about crafting a well-rounded onboarding process? Discover how our steps to mastering the hospitality onboarding process can help!

#2 Retain Hospitality Employees with Fair Compensation

It’s no secret that one of the most effective ways to retain hospitality employees is by offering competitive compensation and benefits packages. Research indicates that 95% of employees consider compensation important to their job satisfaction.

The more you offer a competitive salary package that includes health insurance, paid time off, retirement plans, and so on, the more your employees will feel valued and be more likely to remain loyal to your company.

#3 Retain Hospitality Employees with Continuous Reskilling and Upskilling

Reskilling and upskilling are effective strategies to retain hospitality employees by providing them with opportunities for career advancement and personal development.

A recent Udemy survey showed that the upskilling demand grew to a whopping 38% in 2020. As a comparison, in 2019, this figure was only 14%.

In addition to this, providing continuous reskilling and upskilling will help you face any urgent cases. For example, during the pandemic, employees had to step into unfamiliar roles and tasks. Unfortunately, they frequently lacked the necessary preparation, leading to heightened stress levels and decreased self-assurance.

But pre-training and preparation for employees can make them feel empowered when taking on new roles. Another tip is encouraging cross-departmental or job training so people know more about other roles, which can provide them with a sense of confidence if they have been asked for help.

#4 Retain Hospitality Employees with Recognition and Appreciation

Another tip that helps you retain hospitality employees is recognizing and appreciating their achievements. It is easy to change jobs, especially in the hospitality industry. If your employee doesn’t feel he or she is appreciated, they will search for it in another place.

Everyone likes to be appreciated for doing a good job, so implement a staff recognition program as part of your employee retention strategy.

There are many ways to appreciate your employees, for example, but not limited to:

A simple “thank you” can make your employees feel valued and positive about the company. Thank your employees and encourage your managers to thank their teams.

Another way is by shouting out employees on the company’s social media profiles, which is one of the simplest free employee appreciation ideas that can enhance employee wellbeing.

#5 Automate HR Tasks

Automating HR tasks in the hospitality industry can actually provide a sense of freedom to employees.

By implementing mobile-centric automated HR software, employees can easily avoid the hassle of searching for and filling out the right paperwork and tracking the right employee to submit it to. This not only saves time for both employee and employer but will also help the HR department get rid of routine tasks and focus more on strategic ones. Plus support the business and the employees in more meaningful ways.

#6 Be flexible

Effective staff scheduling is crucial to the success of any hospitality business, as it helps to ensure that the right people are available to meet the needs of customers. But at the same time, life is messy. Employees ask for last-minute time off from work maybe because their children get sick, schools close, or an employee can’t just get to work.

Understanding and trying to balance the needs of your hospitality business with those of your employees can help you create effective hospitality staff scheduling that will lead to employee retention and reduce high rates of absenteeism.

With Novative Scheduling Software for Hospitality you will have the ability to allow managers to quickly and easily communicate important information. Automatically notify staff if changes to the schedule have been made, and more.

Conclusion - Payroll Trends 2023

Have you found this article useful? Stay tuned for more! At Novative, HR in hospitality is a subject we discuss regularly. Follow us to make sure you don’t miss any of our content on this subject!

Are you ready to increase productivity and save time by automating your hospitality HR processes while retaining your employees? We can support you every step of the way!

Novative offers smart and powerful HR management software for the hospitality industry. Learn more.

Retain hospitality employees

According to the Bureau of Labor Statistics, the sector has an annual turnover rate of 73.8%, with over 6% of staff leaving every month.

#1 Retain Hospitality Employees with an Effective onboarding process.

Research by the Brandon Hall Group found that companies with a strong onboarding process improve new hire retention by 82 percent.

The better the first impression and the longer you maintain a positive impression, the more likely it is that you will keep and retain your employees.

Want to get deep into learning more about crafting a well-rounded onboarding process? Discover how our steps to mastering the hospitality onboarding process can help!

#2 Retain Hospitality Employees with Fair Compensation

#3 Retain Hospitality Employees with Continuous Reskilling and Upskilling

Reskilling and upskilling are effective strategies to retain hospitality employees by providing them with opportunities for career advancement and personal development.

A recent Udemy survey showed that the upskilling demand grew to a whopping 38% in 2020. As a comparison, in 2019, this figure was only 14%.

#4 Retain Hospitality Employees with Recognition and Appreciation

Everyone likes to be appreciated for doing a good job, so implement a staff recognition program as part of your employee retention strategy.

There are many ways to appreciate your employees, for example, but not limited to:

A simple “thank you” can make your employees feel valued and positive about the company. Thank your employees and encourage your managers to thank their teams.

Another way is by shouting out employees on the company’s social media profiles, which is one of the simplest free employee appreciation ideas that can enhance employee wellbeing.

#5 Automate HR Tasks

Automating HR tasks in the hospitality industry can actually provide a sense of freedom to employees.

#6 Be flexible

Conclusion - Payroll Trends 2023

Have you found this article useful? stay tuned for more! At Novative, HR in hospitality is a subject we discuss regularly. Follow us to make sure you don’t miss any of our content on this subject!

Are you ready to increase productivity and save time by automating the scheduling processes while staying compliant? We can support you every step of the way! Novative offers both smart and powerful payroll and scheduling software and compliant HR and payroll outsourcing services. Learn more.

Retain Hospitality Employees

According to the Bureau of Labor Statistics, the sector has an annual turnover rate of 73.8%, with over 6% of staff leaving every month.

With all that being said, you may be curious about what measures can be taken to improve your rate of employee retention. Every business is different; however, presented below are some tips and tracks that may help you through the process of how to retain your employees in the hospitality industry and keep your employees happy and wanting to stick around in the industry.

#1 Retain Hospitality Employees with an Effective onboarding process.

Research by the Brandon Hall Group found that companies with a strong onboarding process improve new hire retention by 82 percent.

The better the first impression and the longer you maintain a positive impression, the more likely it is that you will keep and retain your employees.

Want to get deep into learning more about crafting a well-rounded onboarding process? Discover how our steps to mastering the hospitality onboarding process can help!

#2 Retain Hospitality Employees with Fair Compensation

#3 Retain Hospitality Employees with Continuous Reskilling and Upskilling

Reskilling and upskilling are effective strategies to retain hospitality employees by providing them with opportunities for career advancement and personal development.

A recent Udemy survey showed that the upskilling demand grew to a whopping 38% in 2020. As a comparison, in 2019, this figure was only 14%.

#4 Retain Hospitality Employees with Recognition and Appreciation

Everyone likes to be appreciated for doing a good job, so implement a staff recognition program as part of your employee retention strategy.

There are many ways to appreciate your employees, for example, but not limited to:

A simple “thank you” can make your employees feel valued and positive about the company. Thank your employees and encourage your managers to thank their teams.

Another way is by shouting out employees on the company’s social media profiles, which is one of the simplest free employee appreciation ideas that can enhance employee wellbeing.

#5 Automate HR Tasks

Automating HR tasks in the hospitality industry can actually provide a sense of freedom to employees.

#6 Be flexible

Conclusion - Retain Hospitality Employees

Have you found this article useful? Stay tuned for more! At Novative, HR in hospitality is a subject we discuss regularly. Follow us to make sure you don’t miss any of our content on this subject!

Novative offers both smart and powerful payroll and scheduling software and compliant HR and payroll outsourcing services. Learn more.

Are you ready to increase productivity and save time by automating your hospitality HR processes while retaining your employees? We can support you every step of the way!

We can support you every step of the way!

The post How to retain employees in the Hospitality Industry appeared first on NOVATIVE.

How to hire seasonal workers in the hospitality industry?

Ahmed Khaleel — Thu, 13 Apr 2023 14:06:25 +0000

hire seasonal workers

The hospitality industry is one of the most dynamic sectors that has to contend with a seasonal demand for its services. During seasonal times of the year like summer and the holiday season, the business may need to hire additional workers to meet the seasonal demand. These workers are known as seasonal workers.

If you are looking to hire seasonal workers in your hospitality business, this article is for you.

In this blog post, we will explore how to hire seasonal workers and how HR software can help businesses hire them efficiently.

What are seasonal workers?

Seasonal workers are the people you hire for a specific period of time to help you with the increased workload during busy seasons. As we give examples, these seasons can be related to holidays such as Christmas or summer vacation, or they may be related to the nature of the business.

Seasonal workers are not only related to the hospitality industry but can also be hired for various positions, including retail or agriculture. These seasonal workers can be parttime or they can work a few weeks, or months, depending on the needs of the business.

What are the benefits of hiring seasonal workers?

There are many benefits to hiring seasonal workers for your hospitality business.

Firstly, hiring seasonal workers can help alleviate the workload during seasonal demands. The more you alleviate the workload on your employees, the more you ensure that you provide exceptional customer service and create memorable experiences for guests. Which can lead to increased customer satisfaction and loyalty.

Secondly, seasonal workers can be cost-effective for businesses. As your business doesn’t have to keep seasonal workers on the payroll at the end of peak time. This can help reduce labor costs and increase profitability.

Finally, hiring seasonal workers can bring new skills and fresh perspectives to your hospitality operations. They can help to inject new ideas and energy into a team, which can lead to increased creativity and productivity.

How to hire seasonal workers in the hospitality industry?

Track Your Business Data

The first step to ensuring effective hiring of seasonal workers is tracking and understanding your business data.

To determine your needs for seasonal workers, it is essential to examine and analyze the busiest period of your hotel, resort, or restaurant. Or do you have busy times during the week or in certain seasons when you see an influx of guests? or do you notice an increase in takeaway orders? For example, to meet such seasonal demand, you may need to hire more delivery workers.

Moreover, payroll can help you forecast staffing needs based on historical data, upcoming events, and seasonal demands. Therefore, using HR software can help in reviewing the analytics and traffic from the previous busy season so you can easily create a recruitment plan that ensures you have the right seasonal workers at the right time.

Plan Ahead

Effective planning is critical for hiring an adequate number of seasonal workers to fulfil the seasonal demand. The planning process must commence early and involve innovative strategies to stay competitive against other businesses targeting the same labor pool.

The plan must take into account methods of streamlining the hiring and onboarding processes. It should reflect an updated recruitment approach to adjust to the current market dominated by jobseekers.

According to the Pew Research Center, 85% of Americans own a smartphone. Add to this the fact that 73% of US millennials and Gen Z’ers interact with each other digitally more than they do in real life, and it’s easy to see how this has the potential to impact the recruitment market.

Look for ways that can match with these generations, like investing in a strong social media strategy, creating a mobile friendly recruiting process, and offering a quick application system.

Start the Hiring Process

Once you are done with the first two steps, you can start the hiring process. By defining job roles and responsibilities and advertising your vacancies on platforms or places where job candidates are looking you will find more applicants. Want to master hospitality recruitment? Discover how our steps to conquer your recruitment hospitality nightmares can help!

In addition to our recruitment strategies, you also need to be more creative to find seasonal workers. For instance, you can contact colleges and universities to ask them to share your vacancies on their platforms. This would be a great way to reach more potential candidates.

Another tip that will help you through the hiring process is building an employee referral program. A study by SHRM examined over 14 million job applications and found that nearly half of all hires were sourced internally.

Did you know that publishing a job advertisement is one of the many things you can do with Novative Recruitment Solution?

Onboard and Train Seasonal Workers

Once your seasonal workers are hired, you should provide focused onboarding and tailored training for them. Providing targeted onboarding and training to equip your seasonal workers with the necessary knowledge and skills to perform their job duties, including but not limited to health and safety regulations and customer service, is absolutely necessary and cannot be compromised.

Conclusion - hospitality hr challenges

Have you found this article useful? Stay tuned for more! At Novative, HR in hospitality is a subject we discuss regularly. Follow us to make sure you don’t miss any of our content on this subject!

Are you ready to simplify the process of hiring seasonal workers? We can support you every step of the way! Novative offers smart and powerful HR management software for the hospitality industry. Learn more.

Introduction : hire seasonal workers

If you are looking to hire seasonal workers in your hospitality business, this article is for you.

In this blog post, we will explore how to hire seasonal workers and how HR software can help businesses hire them efficiently.

What are seasonal workers?

What are the benefits of hiring seasonal workers?

There are many benefits to hiring seasonal workers for your hospitality business or business in general.

How to hire seasonal workers in the hospitality industry?

Track Your Business Data

The first step to ensuring effective hiring of seasonal workers is tracking and understanding your business data.

Plan Ahead

The plan must take into account methods of streamlining the hiring and onboarding processes. It should reflect an updated recruitment approach to adjust to the current market dominated by jobseekers.

Look for ways that can match with these generations, like investing in a strong social media strategy, creating a mobile friendly recruiting process, and offering a quick application system.

Start the Hiring Process

Did you know that publishing a job advertisement is one of the many things you can do with Novative Recruitment Solution?

Onboard and Train Seasonal Workers

Conclusion - hire seasonal workers

Have you found this article useful? Stay tuned for more! At Novative, HR in hospitality is a subject we discuss regularly. Follow us to make sure you don’t miss any of our content on this subject!

Are you ready to simplify the process of hiring seasonal workers? We can support you every step of the way! Novative offers smart and powerful HR management software for the hospitality industry. Learn more.

Hire seasonal workers

If you are looking to hire seasonal workers in your hospitality business, this article is for you.

In this blog post, we will explore how to hire seasonal workers and how HR software can help businesses hire them efficiently.

What are seasonal workers?

What are the benefits of hiring seasonal workers?

There are many benefits to hiring seasonal workers for your hospitality business or business in general.

How to hire seasonal workers in the hospitality industry?

Track Your Business Data

The first step to ensuring effective hiring of seasonal workers is tracking and understanding your business data.

Plan Ahead

The plan must take into account methods of streamlining the hiring and onboarding processes. It should reflect an updated recruitment approach to adjust to the current market dominated by jobseekers.

Look for ways that can match with these generations, like investing in a strong social media strategy, creating a mobile friendly recruiting process, and offering a quick application system.

Start the Hiring Process

Did you know that publishing a job advertisement is one of the many things you can do with Novative Recruitment Solution?

Onboard and Train Seasonal Workers

Conclusion - hire seasonal workers

Have you found this article useful? Stay tuned for more! At Novative, HR in hospitality is a subject we discuss regularly. Follow us to make sure you don’t miss any of our content on this subject!

Novative offers smart and powerful HR management software for the hospitality industry. Learn more.

Are you ready to simplify the process of hiring seasonal workers?

We can support you every step of the way!

The post How to hire seasonal workers in the hospitality industry? appeared first on NOVATIVE.

Top hospitality HR challenges and how to overcome them

Ahmed Khaleel — Thu, 06 Apr 2023 14:39:56 +0000

Introduction : Top hospitality hr challenges

The hospitality industry faces numerous HR challenges, such as low wages, high turnover rates, seasonal demands, and more. However, the hospitality industry is required to provide exceptional customer service and create memorable experiences for guests. In order to succeed, you have to rely on your people (employees), because they act as the soul of your hospitality. The more you effectively handle your HR management, the more success the business achieves.

But how can you effectively handle HR management and manage your workforce to overcome hospitality HR challenges? In this blog post, we’ll explore the hospitality HR challenges and how technology can help you overcome them.

#1 Managing Seasonal Employees

One of the biggest hospitality HR challenges is managing seasonal employees. It’s no secret that many hotels, restaurants, and resorts experience high demand for workers during specific times of the year. Which put HR professionals under pressure to find temporary employees to meet operational needs.

But how can you overcome these HR hospitality challenges? The key to managing seasonal employees effectively is planning ahead.

You can start your recruitment process early, so you have plenty of time to find the best talents while maintaining clarity about the job requirements, pay rates, and expectations in advance to avoid any confusion or disappointment.

With the use of Novative HR management software for hospitality, HR professionals can streamline and automate various HR processes by:

easily creating job postings and tracking applicants.
automating the onboarding process, including employee training and paperwork.
assisting in scheduling and payroll management, ensuring that seasonal employees are paid accurately and on time.

Learn more about managing seasonal employees in the hospitality industry

#2 Improving Employee Retention

The second biggest hospitality HR challenge is retaining employees. The low employee retention rate (or high turnover rate) is due to many factors, such as the nature of the industry, low wages, toxic workplace cultures, a lack of growth, and more. Actually, high turnover rates can harm your business. According to the SHRM report, on average, it costs a company 6–9 months of an employee’s salary to replace him or her.

But how can you improve employee retention? Actually, there is no one-size-fits-all solution, but in general, you can provide competitive packages, foster a positive work culture, conduct an effective employee evaluation, and more.

Using Novative HR management software for hospitality can help you overcome HR challenge and improve employee retention by:

monitoring your hotel employee performance to ensure all the employees are well-trained.
providing HR professionals with data driven insights to take proper actions.

Learn more about improving employee retention in the hospitality industry

#3 Ensuring Compliance with Labor Laws

Another hospitality HR challenge is the requirement to meet many regulations and comply with laws regarding both employment and training.

Staff members play a critical role in ensuring compliance. It’s therefore essential to provide training on legal requirements, policies and procedures. Training should cover all aspects of compliance, including food safety, health and safety, data protection, and employment law. Additionally, HR managers must comply with employment labor law and local regulations.

Overcoming such HR challenges in the hospitality industry can start by understanding local labor laws, and developing policies and procedures that outline compliance.

You can also provide your employees with the proper training to meet compliance requirements. Some training for compliance can cover food safety, customer service, diversity and inclusion, and technology.

Speaking of technology, Novative HR Payroll Managementand Training Software can help ensure compliance with such regulations by:

tracking employee hours and calculating overtime pay, ensuring that the business is complying with minimum wage and overtime laws.
providing a centralized platform for tracking training and certifications.

Learn more about ensuring compliance with labor laws in the hospitality industry

#4 Performance Management in Hospitality Industry

Finally, performance management is another HR challenge in the hospitality industry. The hospitality industry is highly competitive, and the more effectively you manage performance management, the higher quality service you provide to your customers. Ensuring that your employees performance meets the predetermined goals is critical to determining the success of a business.

In order to overcome such an HR challenge and conduct an effective employee performance review, you can start by setting effective and realistic performance expectations, creating action plans based on employees’ strengths and weaknesses, and providing proper documentation to ensure a practical and procedural process.

Novative HR Performance Management Software can help streamline the performance process by:

setting goals and outlining a timeline for the competition.
tracking performance metrics to identify areas for improvement.
creating reports and gaining insights into employees.

Learn how to manage performance appraisals in the hospitality industry

Conclusion - hospitality hr challenges

Have you found this article useful? Stay tuned for more! At Novative, HR in hospitality is a subject we discuss regularly. Follow us to make sure you don’t miss any of our content on this subject!

Are you ready to increase productivity and save time by automating your hospitality HR processes while staying compliant? We can support you every step of the way!

Novative offers smart and powerful HR management software for the hospitality industry. Learn more.

Introduction : Top hospitality hr challenges

#1 Managing Seasonal Employees

But how can you overcome these HR hospitality challenges? The key to managing seasonal employees effectively is planning ahead.

With the use of Novative HR management software for hospitality, HR professionals can streamline and automate various HR processes by:

easily creating job postings and tracking applicants.
automating the onboarding process, including employee training and paperwork.
assisting in scheduling and payroll management, ensuring that seasonal employees are paid accurately and on time.

Learn more about managing seasonal employees in the hospitality industry

#2 Improving Employee Retention

But how can you improve employee retention? Actually, there is no one-size-fits-all solution, but in general, you can provide competitive packages, foster a positive work culture, conduct an effective employee evaluation, and more.

Using Novative HR management software for hospitality can help you overcome HR challenge and improve employee retention by:

monitoring your hotel employee performance to ensure all the employees are well-trained.
providing HR professionals with data driven insights to take proper actions.

Learn more about improving employee retention in the hospitality industry

#3 Ensuring Compliance with Labor Laws

Another hospitality HR challenge is the requirement to meet many regulations and comply with laws regarding both employment and training.

Overcoming such HR challenges in the hospitality industry can start by understanding local labor laws, and developing policies and procedures that outline compliance.

Speaking of technology, Novative HR Payroll Management and Training Software can help ensure compliance with such regulations by:

tracking employee hours and calculating overtime pay, ensuring that the business is complying with minimum wage and overtime laws.
providing a centralized platform for tracking training and certifications.

Learn more about ensuring compliance with labor laws in the hospitality industry

#4 Performance Management in Hospitality Industry

Finally, performance management is another HR challenge in the hospitality industry. The hospitality industry is highly competitive, and the more effectively you manage performance management, the higher quality service you provide to your customers. Ensuring that your employees performance meets the predetermined goals is critical to determining the success of a business.

In order to overcome such an HR challenge and conduct an effective employee performance review, you can start by setting effective and realistic performance expectations, creating action plans based on employees’ strengths and weaknesses, and providing proper documentation to ensure a practical and procedural process.

Novative HR Performance Management Software can help streamline the performance process by:

setting goals and outlining a timeline for the competition.
tracking performance metrics to identify areas for improvement.
creating reports and gaining insights into employees.

Learn how to manage performance appraisals in the hospitality industry

Conclusion - Payroll Trends 2023

Have you found this article useful? Stay tuned for more! At Novative, HR in hospitality is a subject we discuss regularly. Follow us to make sure you don’t miss any of our content on this subject!

Are you ready to increase productivity and save time by automating your hospitality HR processes while staying compliant? We can support you every step of the way!

Novative offers smart and powerful HR management software for the hospitality industry. Learn more.

Top hospitality hr challenges

#1 Managing Seasonal Employees

But how can you overcome these HR hospitality challenges? The key to managing seasonal employees effectively is planning ahead.

With the use of Novative HR management software for hospitality, HR professionals can streamline and automate various HR processes by:

easily creating job postings and tracking applicants.
automating the onboarding process, including employee training and paperwork.
assisting in scheduling and payroll management, ensuring that seasonal employees are paid accurately and on time.

#2 Improving Employee Retention

Using Novative HR management software for hospitality can help you overcome HR challenge and improve employee retention by:

monitoring your hotel employee performance to ensure all the employees are well-trained.
providing HR professionals with data driven insights to take proper actions.

#3 Ensuring Compliance with Labor Laws

Another hospitality HR challenge is the requirement to meet many regulations and comply with laws regarding both employment and training.

Overcoming such HR challenges in the hospitality industry can start by understanding local labor laws, and developing policies and procedures that outline compliance.

Speaking of technology, Novative HR Payroll Management and Training Software can help ensure compliance with such regulations by:

tracking employee hours and calculating overtime pay, ensuring that the business is complying with minimum wage and overtime laws.
providing a centralized platform for tracking training and certifications.

#4 Performance Management in Hospitality Industry

Finally, performance management is another HR challenge in the hospitality industry. The hospitality industry is highly competitive, and the more effectively you manage performance management, the higher quality service you provide to your customers. Ensuring that your employees performance meets the predetermined goals is critical to determining the success of a business.

Novative HR Performance Management Software can help streamline the performance process by:

setting goals and outlining a timeline for the competition.
tracking performance metrics to identify areas for improvement.
creating reports and gaining insights into employees.

Conclusion - Hospitality HR challenges

Have you found this article useful? Stay tuned for more! At Novative, HR in hospitality is a subject we discuss regularly. Follow us to make sure you don’t miss any of our content on this subject!

Novative offers smart and powerful HR management software for the hospitality industry. Learn more.

Are you ready to increase productivity and save time by automating your hospitality HR processes while staying compliant?

We can support you every step of the way!

The post Top hospitality HR challenges and how to overcome them appeared first on NOVATIVE.

Quick Guide to an Effective Employee Evaluation

Ahmed Khaleel — Wed, 31 Aug 2022 15:02:59 +0000

Employee evaluation is a tool used by organizations to better understand their workforce. These evaluations give managers the chance to learn more about each employee’s strengths and limitations. This way, your employees will be able to best utilise them in the workplace and boost their performance in the future.

Businesses are now more likely to implement systematic, frequent performance reviews rather than an annual one. Conducting regular employee evaluations will help workers to stay on the same page with their managers. It is also a great reminder of what the supervisors expect in the workplace.

An effective employee evaluation results in a more dedicated and motivated workforce. In this article, we outline tips for a productive review that would help you retain your employees:

#1 Build Trust

"Employees who trust their employers experience 74% less stress and 40% less burnout"

Employees must first feel a true sense of connection and trust with their leader before talent potential can be harnessed. Nowadays, a lot of employees work from home or have hybrid work schedules. In this context, trust is more important than ever.

A remote team must trust each other. In most cases, poor communication leads to poor collaboration.

Hosting regular, informal communication will help the company to build an informal substructure of trust.

#2 Employee Evaluation Should Happen Frequently

Employee evaluation generally occurs once a year and are related with pay increments.

A whole year of work summed up in one meeting? It can be tedious for your supervisors and intimidating for your employees. For this reason, yearly employee evaluation might miss the mark in conveying clear critiques and adjustments.

They should be combined with regular employee evaluation. Regular meetings with your employees are an extraordinary way for making a continuous adjustment cycle, where employees aren’t left wondering how they’re doing.

Regular reviews likewise permit managers to set goals and objectives for workers. Managers & HR can assess how every worker’s performance lines up with individual and departmental objectives.

Also, managers can more easily distinguish between those who try to solve challenging situations and those who don’t care about their responsibilities.

#3 Prepare Your Managers and Employees

Organisation can prevent numerous performance issues by guaranteeing that two-way discussions happen among managers and workers. This way, everyone has a total understanding of what is required and expected.

Discipline shouldn’t be used unless a clear route to achievement is established and effectively conveyed to your employees. You don’t want to punish an employee for something they have no control over. If you have to discipline an employee, ensure that you are using facts and have written justification. If not, it could affect your entire workforce and lead to a bad work atmosphere.

Another way to ensure that managers and HR are properly prepared for the effective employee evaluation process is to provide them with a smart software. A performance tracking system helps your team to set goals in an effective way, follow the interviews and create relevant reports.

#4 Transparent Rewards and Recognition

On the other side, workers who accomplish exceptional work merit acknowledgment. They are the workers who continuously go above expectations, the ones that supervisors rely upon and generally take in more tasks than others.

Numerous managers think these workers are OK with proceeding with their responsibilities without complaint. This isn’t the right methodology. Managers should start open discussion to discern whether these employees are near burnout or not. If an employee is regularly exceeding expectations, they deserve to know about it and be rewarded for it.

An effective employee evaluation permits you to discuss these contributions and to discuss what that employee sees as fair pay for an extraordinary performance. Giving your employees recognition and rewards can work to improve overall performance.

By finishing the review, you’re ready to acknowledge your employees’ effort and reward them more frequently. Results will be visible in employee performance.

#5 Work on a Consistent Strategy

An absence of strategy and rules for the employee evaluation leads to bias. You should start by creating a clear and well-defined review structure and provide training on performance review. Such a content will allow supervisors to properly prepare and accurately follow the assessment process.

Employee evaluations that are mishandled can also be very disruptive to your workplace. Evaluations should be a benefit for both employee and employers. A well-structured evaluation process improves employee retention. When your employees are given clear goals, open lines of communication, and reward systems, they are happier, more engaged, and more productive.

#6 Focus On The Essentials for Your Regular Evaluations

An annual review is generally long because it’s conducted once per year.

Weekly or monthly meetings with employees are less stressful and less-time consuming. Those employee evaluations should focus on a single topic instead of being general.

Last but not least, you should make it objective, an evaluation process without explicit and quantifiable goals tends to wander aimlessly.

#7 Highlight Strengths and Improvements

An effective employee evaluation process is not just about observing employees’ strengths and weaknesses. The appraisal should also be about guaranteeing you have an uplifting outlook towards developing potential in your employees.

This means ensuring you allow your employees to communicate what they need for their career development and watch out for potential in your employees that need support, they might not see it yet.

Creating more meaningful and real-time feedback with simpler, more frequent, and more organic conversations will help employees to engage more. The main idea of the employee evaluation is to establish communication between employees and their management teams. An effective employee evaluation should also be a way to identify and reward employees who perform well.

Invest in your people is the smartest decision for your business. Our smart performance tracking software NOVA Smart NG streamlines the evaluation process with powerful functionalities.

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The post Quick Guide to an Effective Employee Evaluation appeared first on NOVATIVE.

6 Tips to Manage a Multicultural Team

Patricia Maniscalco — Tue, 02 Aug 2022 14:16:31 +0000

Have you hired international workers lately? And successfully avoided the pitfalls of international recruitment? Then, you’re now ready to manage a multicultural team!

Multiculturality and diversity are powerful assets for your company. According to McKinsey, businesses with more racially and ethnically diverse workforces have a 35% performance advantage over those that are homogeneous.

However, the struggle of managing multicultural team is nothing new. Due to cultural differences, languages or even time zones, there might be obstacles to overcome when managing a multicultural team.

In order to keep the group cohesive over the long term, you must do your best to make everyone feel comfortable.

Here are our tips & tricks to successfully manage a multicultural team!

#1 Be Open to All Cultures and Differences

Every culture has its own communication style, such as speaking pattern and nonverbal communication. It’s crucial to understand your colleague’s culture and act according to it.

To manage a multicultural team, you should adapt your management style to each member of your team. To do so, you must show great adaptability and forget about a single managerial style. Indeed, you should opt for a situational management style which adapts to every culture, age, skills and personality.

Valuing differences will help you to build a bond of trust with your team. Identify differences, accept them, explain them and make them a strength.

Pay close attention to direct and indirect communication ways. An indirect communicator (such as Japanese) will try to point their view the best way while a direct communicator (such as Americans) will go straight to the point. If the communication method is inappropriate, the person you’re talking to could be offended.

As a manager, you must take the time to read and learn about the cultural specificities of your team members. This will surely help the internal communication process.

#2 Build a bond of trust

Creating a bond of trust and enhancing mutual respect is essential for the cohesion of a multicultural team. All your team members must share and apply the values of understanding and respect to avoid any potential conflict. If a conflict arises because of the language barrier for instance, you will have to act as an intermediary while respecting the cultures of each one.

Finally, for team cohesion, do not hesitate to propose team building activities or moments of sharing that are not work related. This will strengthen the bonds between all members.

#3 Ensure your organisation is compliant with all regulations.

As an employer, you are probably aware of employer rules and regulations. That’s why it is important to stay up to date with the employment laws, especially if you hire in different countries.

Payroll tax filing is compulsory. Failing to submit salary taxes can lead to penalties. These are things you need to think about!

To avoid any discrepancy, make sure to:

Have a local payroll and HR expertise.
Stay up to date with trends and upcoming changes.
Keep up to date with a country’s regulations such as tax scales, social security contributions rates and so on.

Ensuring compliance will also reduce the risk of conflict with your employees.

A good tip is to work with a global payroll provider who can advise you on regulatory changes and ensure accurate payroll in each country.

#3 Ensure your organisation is compliant with all regulations.

As an employer, you are probably aware of employer rules and regulations. That’s why it is important to stay up to date with the employment laws, especially if you hire in different countries.

Payroll tax filing is compulsory. Failing to submit salary taxes can lead to penalties. These are things you need to think about!

To avoid any discrepancy, make sure to:

Have a local payroll and HR expertise.
Stay up to date with trends and upcoming changes.
Keep up to date with a country’s regulations such as tax scales, social security contributions rates and so on.

Ensuring compliance will also reduce the risk of conflict with your employees.

A good tip is to work with a global payroll provider who can advise you on regulatory changes and ensure accurate payroll in each country.

#4 Consider time zone and plan projects according to it.

If you manage a multicultural team, you’re likely to juggle several time zones.

For that, you need to organise your work properly and make plans according to the different time zones your teammates might work in.

Be mindful of other teammates working hours. If your global team feels like their schedule is respected, morale and motivation will be high. Such things will boost productivity and your team’s overall performance.

To avoid any conflict regarding the time zone and to be more productive, we advise you to use time management apps. They will help you keep track of any project.

#5 Invest in project management tools

Having a quick and efficient project management tool will significantly help you manage remote multicultural teams.

With such a tool, it will be easy to organise video calls for meetings or brainstorming or work on shared documents. Choosing an appropriate project management tool is essential for your team’s productivity. Make sure that all of the team have access to these tools and know how to use them.

#6 Free up time for video calls

Although your team lives and works in different locations, it’s better to talk face to face. You should schedule time to meet with your team to see and discuss how each member is doing with their tasks. You can also organize unformal video calls such as coffee breaks to strengthen team cohesion.

Many types of video conferencing tools exist such as Microsoft Team, Skype or Zoom which make such a process easier.

Did these tips help you? We’d love to hear about your experience. Let us know what the biggest challenge is when managing a multicultural team. Follow our upcoming blog posts, we’ll keep giving you advice and tips to recruit and manage international employees.

The post 6 Tips to Manage a Multicultural Team appeared first on NOVATIVE.