Attract and retain competent and efficient employees : A major challenge for managers of cafes-hotel-restaurants. Simple remuneration is not enough. Rémi Gourrin, Partner at Walter France, gives tracks to attract and keep the right elements.
What manager did not regret seeing a good employee go to a competitor, even to open your own establishment ? "To retain a collaborator, Just offer him an increase ! », will say some. But this idea is wrong. Although salary is an important factor to recruit and hold an employee, It constitutes only part of the equation. The proof is the difficulty in recruiting and preserving the right elements, Even after granting a small wage increase. In medium range establishments or in fast food (Here we exclude star restaurants), There is a "reference salary" on the market. Proposing excessive increases is not viable : This would harm profitability, without guaranteeing productivity improvement. Motivate your teams is not just about figures. It is essential to include intangible factors. What are they ? The famous Maslow pyramid classifies human needs : He first distinguishes physiological needs (manger, drink, sleep), Then safety needs, and finally the needs of belonging, recognition, esteem and personal development. This means that responding to employee safety needs by offering them a salary will not be enough to retain them.
The need for belonging
Each member of the team must have a clearly defined role, and be recognized as essential in the organization. This starts with a description of the position that clarifies the tasks to be accomplished and their final objective. for example : "Start the table with a smile and always ask the customer if they have had a good time, To make him feel that he is important to you. "Remember that this job description must evolve over time. We must think of regularly reminding each employee how important his role is for collective success.
The need for recognition
Employees need to feel that their work is appreciated. Thank them, smile, encourage them. Show them that you recognize their efforts and their commitment. You believe they are not enough involved ? The reprimand method is ineffective. Adopt a positive approach from the principle that each person wishes to do their job well. If this does not go as planned, Clearly explain your expectations, Guide them to reach the goal, and congratulate them immediately for their efforts. You will be surprised to see how much they will progress.
The need for personal development
In restoration, It can be complicated to find out how a job like diver can offer personal development. However, it is possible ! for example, You can help your diver realize that he has become reliable, that he facilitates the work of his colleagues, that he improved his punctuality, or that he is now ready to evolve to a more interesting position. For servers or cooks, The accomplishment can reside in the ability to provide a memorable experience to customers ...
Set up indirect remuneration
Without directly increasing the salary, There are ways to show your employees that you hold them : offer quality health coverage for them and their families, Set up a retirement savings plan with an employer's subscription, etc. Be careful, however, to find the right balance between collective advantages benefiting all employees and individual premiums to specifically reward the deserving employees.
The key to success :A combination of these approaches
To attract the best employees and retain them, Cafes managers, hotels and restaurants must not only pay their employees according to the market standards, but also offer them additional advantages (mutual, retirement, primes…), And above all to adopt a benevolent attitude. This implies defining objectives, to support employees in their realization, to encourage them and, in summary, to ensure their well-being at work. Create a positive atmosphere in your establishment and you will have motivated and committed employees.
