madison-hospitality-consultants-llc-ur9me

Struggling with turnover?

Thu, 25 Jan 2024 00:18:01 GMT

Think Internationally...

The labor market continues to struggle to fill the open positions. This isn't only in hospitality but in a number of industries. Did workers just get to a point of where they are saying it's not worth it? Who are these individuals not working or not returning to the work post pandemic? How many really decided to retire early? Did increasing concerns with immigration have anything to do with it? Did eVerify requirements cause those previously grandfathered in to look for work in other areas or industries?

There are a lot of questions as to how it happened. There are a lot of suggestions as to the reason or cause. At the end of the day, it happened.

25 years ago, the industry looked a lot different. There were unspoken benefits of comp'd rooms, huge family discounts, or meals to give unbiased feedback on the dinner special. It was a way of bragging without bragging. "Oh yes, they comped the room..." was not rare then. Telling a friend, "Oh they took care of your parking..." is happening less and less now.

Hotel jobs are not as coveted as they once were. Similarly, flight attendant jobs were previously hard to come by. There was an allure to the industries. Once touted as a way to get to meet celebrities, see the latest food trends, or experience unique architecture...now is overshadowed by the vision of dealing with rude guests and uncomfortable situations. Videos of these industry workers often trend as they deal with the nastiest of customers.

This doesn't seem to be a trend across the world but certainly more in the US. Internationally hospitality is still seen as a fun, cool, and exciting as ever. Several countries allow work visas to allow international students to come stateside and gain hands on experiences through internships. Madison Hospitality Consultants can help putting you in touch with some of these placement agencies.

There are several types of work visas. We work primarily with J1 visas. These programs can be more cost effective than you might think. It's truly a win/win situation for those that take the time to develop a strong curriculum. Several of these agencies also have templates or customizable programs you can adjust for your property. Often by spending 4 months to a year in the US working in hotels, can give those individuals a serious leg up in their home countries and not just due to the exchange rates.

While it can be tough to form close bonds and relationships with interns knowing that before you know it, they will have to go home. The feeling of accomplishment, that you have provided them a great, educational experience, and competitive advantage can really be worth it. Almost every international intern I've encountered has been extremely professional and gracious. Interns tend to be more punctual and have overall better attendance. Who doesn't want that and an individual with unwavering positivity in their workplace?!?! Associates often rally behind interns, engage and learn their culture adding to the team mentality and giving perspective to the other workers.

There are other added benefits too. By composing a comprehensive internship program that truly helps educate and make the intern feel welcomed, you are laying down a great foundation for future success. Getting the staff and managers in the repetition of training, training, training helps them become experts quicker and takes away a lot of the nerves of working in a new location. It helps shape your company's culture to being one of openness, tolerance, and diversity. Often one of the top five reasons employees leave their job is lack of training. By constantly training and looking at development as a necessity not a luxury, you will see a more engaged team and take away a huge reason for people leaving the workplace.

Reach out to us via the contact@madisonhospitalityconsultants.com for more information or to set up a quick commitment-free consultation.

Age Diversity can Lead to Success

Fri, 19 Jan 2024 19:09:58 GMT

Be the best place to work for all generations...

Have you ever seen a Baby Boomer struggling with the latest technology? Wonder why your Millennials and Gen Z associates quit after 6 months? How should companies approach the wide variety of workers from all generations?

Well, it's all easier said than done. First off let's look at all generations... (Note exact birth years vary by source)

Greatest Generation : (Born 1900 to 1925) The Greatest Generation received its fitting name by all that it overcame. Some of these individuals went through two World Wars and the Great Depression. These dedicated, loyal people were known for their work ethic and respect for authority. They valued relationships with people and responsibility. Unfortunately, this generation is mostly if not all out of the workplace, but still impact the work force based off their influence and role modeling for their children.

Silent Generation : (Born 1925 to 1945) The Silent Generation seems to have a very fitting name. Often overlooked when thinking of generations, the Silent Generation had traits of putting your nose down and getting the job done. They were not ones for bucking the norm. Often referred to as the Traditionalist Generation, they were founded on hard work, great work ethic but also traditional values and culture. These individuals saw great expansion and economic growth over the years and valued not only work ethic but also self-sacrifice. These individuals were known to be flexible and often used creativity to engineer their solutions.

Baby Boomer Generation : (Born 1945 to 1965) The Baby Boomer Generation was named for the sharp increase in family size after World War II. Baby Boomers are a majority of today's leaders in several organizations. Being born from the prior two generations, hard work and work ethic still have an emphasis, however they also strive for the betterment of the world. This generation played a pivotal part creating equality. They lived through the Civil Rights era and have shaped societal and social norms to be one of valuing diversity. They are often goal orientated and are big on personal development.

Generation X : (Born 1965 to 1980) Named by the older generations for the traits of individuality, style, and outlook of the world, Generation X wasn't always seen as a positive thing. Not conforming to traditions and questioning of authority gave this group a bit of a rebel vibe. With over 65 million individuals in this population, Gen X has become a huge part of the workforce. With a majority of the Gen Xers being born from the Silent Generation and the oldest Baby Boomers they know what hard work and work ethic is. They are also one of the first generations to truly see the tech industry explode and have a heavy hand in its development. Gen X is a bridge generation...one that values innovation but that also appreciates the traditions of the past. They are the ones translating the thoughts and ideas of the younger generations for your Boomers. This is the beginning of the work/life balance push and as well as individuality and creativity. They are often independent thinkers and continue on with the diversity push began by the Boomers. Technology is their friend and many are eager and ambitious to learn and do more.

Millennials : (Born 1980 to 1995) Also rarely referred to as Gen Y, these individuals are the first globalists and first individuals to grow up a majority if not their entire life with internet. These individuals expect a team effort on items. They are often entrepreneurial by nature. They have an unsatiable appetite to learn and do more. They also took the equality to the next level often being very socially active.

Gen Z (Born 1996 to 2012) Also referred to as the Zoomers, these individuals further continued the importance of equality and diversity making it more of an expectation. These individuals are very aware socially, politically, and often have high ambitions. Diversity is something they grew up with. They are the first generation to not know what life was like before the internet. Very tech driven these individuals are often looking for the right cause to fight for. They can become disengaged quickly if unappreciated or if a continuous development plan is not adhered to.

Gen Alpha (Born 2013 to 2025) Well these individuals are not yet in the work force. We will have to see where the future takes this generation. They will have been born and lived with the internet and will have a heavy tech skills. They will continue to put life over work in the work/life balance. This will also be the first generation to grow up with AI as an integral part of their lives.

Ok now that we've got a little excerpt on the generations. Here are some stereotypes and trends that have been seen in the workplace. Certainly, each person is their own situation. Life is never the same for any two people so while the above are meant to categorize traits, know that anyone can break generational norms. That is actually what employers should look for. The most successful future employees are going to be the ones that can not only identify their own generation and their skills/traits, but to also understand the other generation tendencies and adapt to each situation and each unique team, their strengths and weaknesses.

Starting with Millennials you start seeing trends with the scales tipping more to the life side of a work/life balance. Millennials are the first to not want bigger and don't always see bigger as an equivalent to better. Millennials also started the trend of moving to where you want to live, then worry about finding work. Prior to this it was very rare to see someone put such an emphasis on where to live, more over taking priority of the type of work they do. Millennials and Gen Z also really started to show the insatiable appetite to grow and learn more. Unfortunately, at times they can mistakenly take being well-versed at something as being an expert, with their attention moving on to the next thing to learn.

It is crucial with the younger generations to have an individual game plan or development plan to keep them on track. Introducing new things to learn and new skills to pick up every 3-6 months can be an excellent way of keeping them engaged. They are smart, and tech savvy, but an older generation trait of putting your nose down and grinding through a career just isn't very often in the cards.

Older generations come with their own needs and game plans, though some may be offended by the thought they need to be further developed. They have a lot of work and life experiences to draw from. Know they may not be the best with technology, so don't set them up for failure by raising expectations with the latest trends and innovations. Lean into their strengths. The most successful places I've seen regarding work environment are ones where there are individuals at all generations working together for one sole cause or purpose. Mission statements for organizations can have an even larger impact as it helps set the tone and illustrate leadership's vision for a business.

Know attendance may be a bigger problem with younger generations. Are your attendance policies too strict? A few Boomers and Gen Xers can help by providing a strong consistent base and foundation for your business. You should be able to better trust and rely on these individuals to stay committed, be on time, and be loyal while you push the younger generations on performance excellence, quality, and as they say their "Rizz" (charisma). Older generations can be great mentors too for the younger generations still learning the ins and outs of working life. Avoid putting too much pressure on Boomers learn and develop new skills (unless they want to) and or look to keep the younger generations busy with side projects of helping and teaching the older generations with more technology and innovation centered items and projects. Play to their strengths.

Having a diverse multi-generational team can help you and your organization best positioned for success. Again, these are trends or stereotypes, and nothing can be put as a 100% sure thing. Keep playing to your teams' strengths, help by not creating unachievable expectations, and find those cross-generational workers primed to take your company to the next level.

Madison the Future is Bright

derekmorrison22@hotmail.com (Derek Morrison) — Tue, 09 Jan 2024 18:22:10 GMT

Growth expected to continue...

It's evident that the Greater Madison Area has experienced significant growth and development over the years, particularly in terms of its population and attractiveness as a location for startups and remote work. The trends, such as the area being recognized for its potential for IT startups and its appeal to younger generations seeking desirable places to live, indeed suggest a promising future for the city.

Factors like the lower cost of living compared to other tech-heavy cities, coupled with a focus on innovation, accessibility, and quality of life aspects such as walkability and outdoor activities, contribute to Madison's appeal.

The ongoing and planned projects like the Madison Amtrak, Friends of Nolen Waterfront, and redevelopment efforts indicate a commitment to further enhancing the city's infrastructure and attractiveness. The rise in home values and ongoing development in key areas signal not just growth but also increased interest in investing in the region.

Indeed, the landscape appears promising for Madison, and with these continued developments, it seems poised to sustain its upward trajectory, making it an even more compelling choice for both residents and businesses in the years to come.

Make the most of the season by following these simple guidelines

websites@zenbusiness.com (ZenBusiness Admin) — Tue, 09 Jan 2024 17:36:50 GMT

The new season is a great reason to make and keep resolutions. Whether it’s eating right or cleaning out the garage, here are some tips for making and keeping resolutions.

Make a list

Lists are great ways to stay on track. Write down some big things you want to accomplish and some smaller things, too.

Check the list regularly

Don’t forget to check in and see how you’re doing. Just because you don’t achieve the big goals right away doesn’t mean you’re not making progress.

Reward yourself

When you succeed in achieving a goal, be it a big one or a small one, make sure to pat yourself on the back.

Think positively

Positive thinking is a major factor in success. So instead of mulling over things that didn’t go quite right, remind yourself of things that did.

Keep in touch with site visitors and boost loyalty

websites@zenbusiness.com (ZenBusiness Admin) — Tue, 09 Jan 2024 17:36:50 GMT

There are so many good reasons to communicate with site visitors. Tell them about sales and new products or update them with tips and information.

Here are some reasons to make blogging part of your regular routine.

Blogging is an easy way to engage with site visitors

Writing a blog post is easy once you get the hang of it. Posts don’t need to be long or complicated. Just write about what you know, and do your best to write well.

Show customers your personality

When you write a blog post, you can really let your personality shine through. This can be a great tool for showing your distinct personality.

Blogging is a terrific form of communication

Blogs are a great communication tool. They tend to be longer than social media posts, which gives you plenty of space for sharing insights, handy tips and more.

It’s a great way to support and boost SEO

Search engines like sites that regularly post fresh content, and a blog is a great way of doing this. With relevant metadata for every post so search engines can find your content.

Drive traffic to your site

Every time you add a new post, people who have subscribed to it will have a reason to come back to your site. If the post is a good read, they’ll share it with others, bringing even more traffic!

Blogging is free

Maintaining a blog on your site is absolutely free. You can hire bloggers if you like or assign regularly blogging tasks to everyone in your company.

A natural way to build your brand

A blog is a wonderful way to build your brand’s distinct voice. Write about issues that are related to your industry and your customers.