Matt Rolfe in his November 27, 2014 blog “Five tips for effective employee engagement surveys” states some startling statistics… 60 – 100 percent of staffers leave voluntarily on an annual basis. That affects guest experience, social media ratings and profit.
In the hospitality and retail industries most of your staff work in some capacity directly with customers. One of the key members of your staff is your manager; through his/her leadership staff will gel into a cohesive team focused on providing great service or not. Your business success depends on good-to-great leadership otherwise a large percentage of your staff will leave. A business is a team effort so your supportive guidance along with your manager‘s is critical.
Rolfe further states that replacing a staff member costs a business one to three times the staff member’s annual salary.
Over the course of a year that could turn a lot of potential profits into ashes!
Based on his own experiences, Rolfe has found staff quit most often because there is a problem with managers, not necessarily with the business. He recommends an employee engagement survey as a performance indicator. Visit www.restaurantcentral.ca/employeeengagementsurveys.aspx for his five tips for effective surveys.
All businesses are in the business of relationship building both with their customers and their staff. A survey is an excellent tool but if you can’t see yourself monitoring performance through a formal survey, perhaps these suggestions will be some help until you can put a survey in place.
To enhance customer experiences and reduce staff turnover, it is important to give public and peer recognition to your staff.
Saying a verbal thank-you after a notable effort means a lot to a staff member who wants to be part of your team.
Seeking staff input through staff meetings and putting some of their suggestions into action is another form of relationship building.
Being in integrity and building impartial leadership creates a safe environment for open communications.
Formal recognition milestones also play an uplifting role in staff engagement.
Making the team environment a lighthearted place to work improves performance.
Putting heart-felt, handwritten ‘Thank you Team’ notices on the bulletin board communicates appreciation.
Implementing friendly competition events with fun rewards within your business fosters team building as well as sponsoring teams for local community sports events.
Encouraging staff volunteer efforts for local community non-profit organizations is an avenue for compassion for others.
Set aside two 15 minute sessions each week, to confidentially talk face-to-face with two different staff members. Let all your staff know the purpose of the talks is to make their workplace a more satisfying and stimulating environment. Remember these confidential sessions are sacred! Honor your staff by making time for them. To focus the conversation, have a list of 2-3 discussion topics to start with.
When a staff member chooses to leaves, have a policy for an end-of-employment interview to thank them for being part of the team, find out what they liked best and least, suggestions for improvements and wishing the best for them in their new position. Make sure all employees know about this interview and what to expect when their employment is finished.
Creating an effective, open form of communication keeps your staff connected to enhance customer experiences. All businesses are in the business of relationship building.
How does PFS help with this process? In our surveys that get sent out one of the questions asked is about the person (employee) that served them. If you assign employee to have their own id in the program it tracks the customers they served. So even if the customer forgets the name of the server our program helps remember.
Here’s to YOUR Success!