Table of Contents

1. Tactic 1: Define performance metrics for every position
2. Tactic 2: Include company culture and values in the job description
3. Tactic 3: Figure out how a candidate would like to grow
4. Tactic 4: “Maybe” is a no…keep interviewing
5. Tactic 5: Invest in training
6. Tactic 6: Managers manage with understanding not policies
7. Tactic 7: Celebrate the importance of every job and position in your company

Staff retention drops significant profit straight to the bottom line. In 2022, hospitality had an 82% average turnover rate, almost double the average turnover for all industries (47%). Investing in retention is a tangible alternative to budgeting for turnover. 

Here’s a seven-step strategy o help reduce higher annual turnover.

Tactic 1: Define performance metrics for each position

Make sure to clearly define and communicate how a candidate can succeed in the position when you create the job description. This will create the expectations immediately and the candidate will clearly know what is expected of them.

Once you hire the candidate, make sure to meet and discuss the goals and metrics for them so they know what they are working towards and how to meet expectations. In turn, they can also say if they are hoping to reach a specific goal or level in their career as well and you can help them work towards that.

Tactic 2: Include company culture and values in the job description

By including the company’s culture and values upfront, you will get more candidates who align with those, which immediately increases the chance of the candidate enjoying the work environment and staying longer. After all, most people stay at companies and roles because of how they feel at work and the people they work with.

Tactic 3: Figure out how the candidate would like to grow

While finding a candidate who can do exactly everything in the job description is great, how will they then grow and not become bored in the role?

It can be a better choice to hire someone who fits the role to a certain percentage but will be able to train and grow into the role so that they are learning and continue to gain new challenges that they can look forward to. Someone who is bored in their role is more likely to leave quickly.

Tactic 4: “Maybe” is a “no”… keep interviewing

Depending on what the “maybe” is, as the old saying goes, trust your gut! If a candidate doesn’t feel like the one, it’s probably because they’re not and that’s okay!

Hiring someone that you are not 100% excited and certain about will lead to them not feeling like a fit and will create an unproductive workplace for everyone. Instead, let them find their right fit and keep looking for yours!

Tactic 5: Invest in training

Support the excellence you’ve defined by training your staff to perform your expectations. Role-play expected behavior, and have your staff feel supported and successful. Effective training pays for itself.

Tactic 6: Managers manage with understanding, not policies

Treat your team with respect and patience. If someone makes a mistake, help them to understand how to avoid repeating it and let them learn from the mistakes rather than berate or chastise them. Creating a psychologically safe environment where everyone can learn and grow professionally will keep employees around longer!

Tactic 7: Celebrate the importance of each person

Everyone likes to feel appreciated and recognized, from entry-level to leadership. Take some time to highlight a job well done, or how much a teammate has helped the team. Little things like a message of encouragement or thanks can go a long way when someone works tirelessly.