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.
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