What methods does the hotel have to retain employees?

Pay attention to the exit interview. ? If an employee submits a resignation report to, the hotel manager must not forget the exit interview.

Enhance the strength of the hotel. ? In order to retain excellent employees, we must first develop hotels and constantly enhance our strength.

Improve the management system. In the construction of management system, the hotel should establish and improve the incentive system, reward and punishment system and assessment system, so that employees can always feel that the management of the hotel is fair and just, thus forming an effective competition mechanism, realizing the benign survival of the fittest, allowing truly excellent employees to stay and eliminating those who are not working hard and idle. ?

Choose the right people. ? The general manager of a hotel once said: "We are not recruiting people, but selecting people." Although the hotel is facing a shortage of labor, hotel managers should not blindly recruit people, but must work hard to recruit people who are really suitable for the post.

Cultivate learning mechanism. ? Hotel managers should give employees more training and learning opportunities, carry out more learning activities, create a strong learning atmosphere, and mobilize the enthusiasm of employees to learn new knowledge and improve their business skills.

Plan your career. ? Hotel managers should have employee career planning to keep your employees and let them see opportunities for promotion and development.

As we all know, the staff turnover rate in the hotel industry is very high, especially when some new employees leave soon after joining the company, which can be imagined as a loss to the hotel. Hotels not only spend a lot of direct costs such as recruitment, training and personnel turnover, but also spend the opportunity cost brought by job vacancies. ?

Although there are various so-called personal reasons for the loss of new hotel employees, many of them are still caused by reasons such as not being able to adapt to their jobs as soon as possible, not having a sense of accomplishment and not being able to integrate well into the team. However, what is the reason that new employees can't adapt to work quickly, have no sense of accomplishment, and can't integrate into the team quickly? Is it because we didn't finish the recruitment work well and recruited inappropriate talents? Or is our training work not done well, resulting in new employees not knowing their jobs? Hotels should put an end to the loss of new employees from three aspects: new employee recruitment, new employee training and career planning, so that new employees can adapt to work faster, integrate into the team and play their own value. ? Recruit suitable talents. ?

Whether new employees can quickly adapt to their jobs and integrate into the team depends largely on the quality of recruitment. If the newly recruited talents are all suitable talents, then he can adapt to the work quickly, and vice versa. How to ensure that the hotel can recruit suitable talents? We can start from the following aspects:

1. Evaluation of hotel cultural adaptation and identity?

Employees who don't agree with the hotel culture can't actively create value for the hotel, and it is difficult to settle down in the hotel. As a hotel recruiter, you must have a good understanding of the hotel's goals, strategies, culture and values, and use this as an important basis for evaluating candidates in the recruitment process. ? Generally, we can test the creativity, analytical ability, control ability (that is, the ability to promote change) and service consciousness of different groups through simulated scenes and group discussions. We can divide this group according to the standard of performance. Through the test, we can clearly see the bias of hotel culture and find out the types of employees suitable for hotel development.

2. Assess the applicant's working ability?

In the recruitment process, the recruitment manager usually designs the recruitment process according to the professional knowledge and required professional skills corresponding to the position in the job description. Usually, candidates whose majors are not right will be eliminated at the first time, and the work skills and experience are almost a blank sheet of paper for candidates who have just left school. At this time, they can only see some differences in general ability, such as expression ability and writing ability. But talking doesn't mean being capable. Therefore, it is only a matter of time before some people who are not qualified for their jobs are elected or defeated. Profession is important, but it can't be ignored that the qualities required by the post, such as good attitude, serious sense of responsibility, perseverance, etc., are even more important than major. ? After the recruitment and selection, the next step is reasonable distribution. How to put the right person in the right position? It is also one of the important factors that newcomers need to consider when deciding whether to stay or not. In short, hotels need careful planning and operation in recruitment, selection and configuration, and any careless move will lay the groundwork for the loss of new people.