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Are you struggling to attract talented people to your hotels or restaurants?
According to our guest today, Jason Himber, CEO of MINA Group, the real issue plaguing our industry is a leadership deficit. Read on to learn why Jason sees this, what he’s doing about it, and how you can act on this as well.
TOGETHER WITH HIREOLOGY
Research: What Hospitality Job Seekers Really Want
Just like you aim to create and deliver an exceptional guest experience, your hiring process should deliver the same level of care if you want to attract and retain top talent. In a competitive market, standing out to job seekers means creating an easy, engaging candidate experience. But are you meeting their expectations?
Hireology’s The Loyal Hospitality Worker report is based on an exclusive survey of hospitality job seekers today, and in this report you'll discover insights and data on:
Why a fast, responsive hiring process is essential
The importance of a seamless mobile experience
How to leverage the power of referrals
It’s time to make your hiring process as exceptional as your guest experience. Download The Loyal Hospitality Worker report to learn how to attract, engage, and retain the best talent for your hospitality business.
Fix Your Leadership Deficit if You Want To Fix Staffing Challenges
Jason Himber, MINA Group
Today, Jason Himber, CEO of the MINA Group, shares why a lack of strong, developed leaders is compounding staffing challenges in the hospitality industry. He reveals his unique strategies for building a pipeline of empowered, adaptable leaders essential for driving success.
The big idea: Leadership development is key to overcoming staffing challenges in the hospitality industry.
Leadership is a depleting resource in hospitality today.
Why this matters: Attracting and retaining talented people in the hospitality business has been tough, and those challenges don’t look to abate anytime soon. By developing strong, adaptable leaders, hospitality leaders can create a more resilient and effective workforce. This approach addresses staffing shortages today and builds a foundation for long-term growth and stability.
Put this into action:
Set Leadership Goals: Implement a KPI scorecard that includes targets for creating new leaders within your organization. (I loved this from what Jason shared today.) Make leadership development a priority in performance reviews and bonus programs.
Encourage Honest Feedback: Cultivate a culture of transparency where employees receive honest, constructive feedback. Ensure leaders are comfortable with (productive) confrontation and committed to helping their teams grow.
Mentorship Programs: Establish mentorship opportunities where experienced leaders can guide and develop less experienced staff. To expand their skill sets, cover a broad range of topics beyond their immediate job roles. (I like how Jason covered everything from real estate to finance with a chef.)
Enable “Micro-Cultures”: Recognize that different locations may have unique cultures. Allow individual restaurants or hotels to develop their own “micro-cultures” while maintaining core company values.
Rotational Training: Consider developing a rotational program like Jason explained, which exposes potential leaders to various organizational roles and environments. This helps them discover their strengths and preferences, leading to more engaged and effective leaders.
Listen now to the full conversation on this on the Hospitality Daily Podcast (Apple Podcasts, Spotify)
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A few final things:
If you have any thoughts, ideas, questions, or suggestions for Hospitality Daily, please reply to this email. I’d love to hear from you!
If you have something that would benefit the hospitality professionals who read, listen to, and watch Hospitality Daily, let’s work together to help you help more people.
Thank you for reading.
-Josiah
