{"id":848,"date":"2024-08-12T16:59:51","date_gmt":"2024-08-12T16:59:51","guid":{"rendered":"https:\/\/mo.work\/how-to-reduce-attrition-in-hotels-hospitality-and-care\/"},"modified":"2025-02-03T16:10:17","modified_gmt":"2025-02-03T16:10:17","slug":"how-to-reduce-employee-attrition-in-hotels-hospitality-and-care","status":"publish","type":"post","link":"https:\/\/mo.work\/insights\/how-to-reduce-employee-attrition-in-hotels-hospitality-and-care\/","title":{"rendered":"How to Reduce Attrition in Hotels, Hospitality and Care"},"content":{"rendered":"\n

When employee disengagement bites, attrition and absence usually follow. <\/p>\n\n\n\n

In this article, our experts explain how you can improve employee retention by up to 17%<\/strong> in the hospitality industry by making the most of an employee recognition platform and reducing attrition.<\/p>\n\n\n\n

Why is Attrition a Problem in Hospitality and Care?<\/h2>\n\n\n\n

Employee retention can be a problem in any workplace. But attrition is particularly bad for teams in hotels and hospitality. In a busy restaurant or hotel, every person counts. When someone skips out on a kitchen shift or abruptly leaves the cleaning team, it\u2019s normally up to the remaining employees to stretch themselves thin plugging every gap, or for the company to spend a fortune drafting in agency staff.<\/p>\n\n\n\n

The Solution to Reducing Attrition? Employee Recognition<\/h3>\n\n\n\n

Employee recognition plays a major role in boosting engagement, and therefore retention. But employee recognition isn\u2019t something you can easily turn on with the flick of a switch. And when you look at the challenges faced at the HR, management and employee level, you can see why it takes a dedicated strategy to move the dial on recognition and retention.<\/p>\n\n\n

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How to Reduce Attrition in Hospitality and Care<\/h2>\n\n\n\n

Here\u2019s a story you might be familiar with: An independent care home, perhaps family-run, is acquired by a chain \u2013 and immediately the care home implements a top-down efficiency mandate. New procedures come in, along with new managers. And the daily running of things becomes more regimented.<\/p>\n\n\n\n

Employees have mixed feelings. The most ambitious team members might feel hopeful about furthering their careers, but many of the staff feel a little adrift. They no longer feel a sense of personal connection to their former bosses, some feel alienated from the corporate structure, and many feel their loyalty is no longer appreciated in the same way.<\/p>\n\n\n\n

Recognition Is the Key to Unlocking Potential<\/h3>\n\n\n\n

A CEO of one of our customers recently found themselves in a very similar situation. His workforce was distributed across several number of previously independent companies. But they weren\u2019t just distributed \u2013 they were fractured. Disillusioned.<\/p>\n\n\n\n

It wasn\u2019t like he hadn\u2019t put in the work, but the improvement in attrition rates was modest. He\u2019d spoken to his workers directly. He\u2019d raised pay above the competitors in the area. But something was missing \u2013 and they still relied on too many expensive agency staff to fill in the gaps that employees left.<\/p>\n\n\n\n

But what changed? This is where leveraging recognition made all the difference. He introduced Mo, an award-winning employee engagement software, alongside an effective strategy.<\/p>\n\n\n\n

How to Activate Managers for Better Employee Performance<\/h2>\n\n\n\n

Are you an HR specialist struggling to activate your managers to improve overall employee performance<\/a> and company culture?<\/strong><\/p>\n\n\n\n

We encounter this problem with customers across numerous industries, from hospitality<\/a> to office-based organisations.<\/p>\n\n\n\n

Getting the most out of your managers, who are often in the position reluctantly, can be difficult. That\u2019s why we\u2019ve created this easy-to-understand article that outlines how Mo\u2019s platform can activate your managers for real results.<\/p>\n\n\n

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How Mo Improves Employee Attrition Rates<\/h2>\n\n\n\n

When the CEO introduced Mo\u2019s employee recognition software to his workforce, Mo was seen as an extension of management. It gave managers who want to better connect with their full-time and part-time workforce a way to do so, and a way to make sure employees feel seen, valued and listened to.<\/p>\n\n\n\n

This was a company where a voucher reward for hard work could make a real difference to someone\u2019s week. It was also a huge leveller. Employees who\u2019d been around for an age now felt recognised for their loyalty once again. Not only that, new starts could instantly connect to the company\u2019s values and culture.<\/p>\n\n\n\n

Mo Drives Real Impact On Morale and Loyalty<\/h3>\n\n\n\n

With Mo, the platform is only used for positive messaging, not for setting or checking on tasks. That means that when an employee sees they have a message from their manager on Mo, they can open it without worrying about whether they\u2019ve done something wrong at work.<\/p>\n\n\n\n

Here it was having a transformative effect on the mental health of the CEO\u2019s teams. When employees didn\u2019t fear messages from their manager or their peers, it created the psychological safety they needed to form stronger bonds and workplace friendships. Mo was ultimately making people\u2019s relationships at work more fulfilling.<\/strong><\/p>\n\n\n\n

Attrition Plummeted Across Teams Who Use Mo<\/h3>\n\n\n\n

Using Mo meant expensive agency workers, who could raise costs by at least 50%, could be kept to a minimum. Mo is easily paying back the costs of both software and rewards.<\/p>\n\n\n\n

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