Best Practices in Employee Retention

1. Management Style/Inspired Leadership

• Candidate should be the right "fit" with the organizational culture and the existing team before hiring them.
• Meeting the employee's needs.
• Letting the little things go.
• General consideration for employee's health (e.g. support paying for a patch to quit smoking).
• A fun/family oriented environment to work in.
• Training the managers and supervisors.

2. Training and Development

• Ongoing training.
• More training opportunities so staff invest time in tourism and make their job a career.
• emerit certification and TIAPEI short courses.
• Employers provide assistance and/or flexibility for the cost of training.

3. Performance-Oriented Culture

• Continual and consistent feedback.
• Evaluations and performance reviews at mid-summer and at the end of the season.
• Bonus in the middle or end of the season tied to performance reviews.
• Movement within the company, from dishwasher to server, or to managerial/supervisory roles.
• Cross train employees.
• A challenging work environment.
• Education scholarhips and/or support for other training with the condition that they stay employed for a predetermined amount of time.
• Team-oriented atmosphere.
• Employees given "chosen" tasks.
• Loyal employees receive preference for the number of hours worked.
• Employee awards.

4. Compensation and Benefits

• Competitive wages.
• Sales bonuses, incentives and profit sharing for high potential, loyal employees.
• Wage raises for exceptional performance and for returning to the workplace.
• Bonuses for staying until the end of the season.
• Bonuses for chefs, housekeepers, supervisors and managers based on productivity.
• Pay for training and emerit certification.
• Support for formal education of high-potential employees with a requirement that they return for a predetermined amount of time.
• Food and room discounts, golf memberships, fitness centre memberships, discounts on taxis, discounts on drycleaning, and so on.
• Sales promotions with rewards such as a trip.
• Group insurance plans and medical coverage.

5. Work and Life Balance

• Work hard to assist employees to maintain a balance between work and family life.
• Flexible scheduling.
• Employer's willingness to do the work in order to give an employee time off.
• Hiring a mix of individuals with different interests (e.g. labour market cultures).