The quest to recruit the best talent to companies in nearly the hospitality industry has seemingly never been greater. And, for good reason – whether you’re a hotelier, restaurateur, or supplier, there simply seems to not be enough people to fill all the open positions in our industry. In some cases, we hear “it’s not who I wanted to hire, but I had to do SOMETHING.”
All the more reason that companies today need to more pay attention to the top talent “high potentials” already on their payrolls. Treating these high potentials the same as every other employee can be a big mistake. Research shows high potentials put in 20% more effort than others in the same roles in a given company. And, just because someone is a current high performer does not necessarily mean they are high potential. In our minds, high potential employees need to not only have exceptional skills, they also need to have a passion for their work, the company, and the company’s goals. A high potential employee must also believe their longer-term goals and aspirations (financial and otherwise) are achievable within the company. Your high potentials are your next generation leaders for your brand/company, so challenging them and nurturing their development is critical.
As the old saying goes, "Good people are hard to find". It's true - so, take care of 'em when you've already got 'em.
Talent management has never been more critical in the hospitality industry. Whether restaurateur or supplier, make sure your company has identified its “next generation”of leaders and is preparing them properly. This is a critical first-stage step in building the foundation for your future successes.
Finding, recruiting, and retaining top, new talent is one of the big differentiators in our industry these days and a singular mark of leadership with our industry.
Leadership companies understand that in order to remain leaders, they must continually upgrade and work diligently to retain their top talent. And the truly great companies are also able to recruit that top talent at a relatively young age and, then develop that talent in a way that enhances and reinforces their already strong brand culture. Leadership companies also work hard to insure retention of that young, up-and-coming talent through career pathing, providing both challenges and opportunities.
When you recruit top talent, these top performers both inspire and feed off others in your organization that are like them. Companies that recruit the best performers typically get higher-functioning teams, composed of top achievers who have an ability to simply get stuff done. More productive teams by definition collaborate more regularly and operate with more efficiency, all of which improves business outcomes and increases profitability. These top talent teams also typically have more imaginative ideas that increase business growth and produce higher levels of customer satisfaction.
Finally, we believe that most people want to be part of a great team and to contribute positively to that team's efforts. Talented individuals seek opportunities and challenges – and, a workplace that lets them rise to their true potential. Hiring top talent also tells those already on your team that they are working with the best, so you’re helping reinforce your existing employees' motivation, as well. All this boosts job satisfaction, helps with retention, and makes you a sought-after employer.
Industry leaders in any industry are the leaders for a reason. They differentiate themselves not only through the products they sell, the marketing of their brand, or the services they provide. They differentiate themselves and remain leaders for the long-term by finding....and keeping ....the industry's top talent.
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