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Staffing a Hotel

When you are running a hotel, the quality and training of your staff is another one of those make or break aspects. When your guests have stayed at your hotel, they may have liked the food, loved the surroundings, enjoyed the facilities your hotel had to offer, but what they always remember and associate the quality of your hotel with is the quality of the service they received.

People stay at hotels because they need a bed for the night, but the number one priority that your guests have is to feel good. This can mean many different things to different people but the main thing is they want to be treated well and this comes from people and not objects or even food for that matter, no matter how good it is. It is those regular and all- important interactions with your staff that creates those memories, fond or otherwise.

It is not easy to find, train and even to keep good hotel staff, but it is a prerequisite of a good hotel. These days there is so much competition in the hospitality industry your clients are always going to make comparisons regarding the quality of service they received when they stayed at your establishment. The staffing problems that hotels have to endure are indeed significant, even once you have found the right staff, invested in training them, you have to be able to give them the incentive they need to stay. They will always have one eye on the job at hand and the other on advancing their career and, if those opportunities for advancement are not seen to be available, they may soon leave for a better paid position elsewhere.

Replacing hotel staff with short notice can be a crippling blow to any hotel especially if it happens in the busy season or when you have large functions to cater for. It is important to do everything you can to make your hard found highly trained staff members feel valued and appreciated.

Regardless of your hotel?s size, there are certain aspects of staffing that are the same Ð recruitment first of all, make sure you hire the right people to begin with, and half the work is done already; you need to ensure that your vetting system is flawless and that only the very best people even reach the interview stage, if you do not interview the applicants yourself, it needs to be someone who shares your vision and is in agreement with you on the importance of getting the right people to start with. The people you interview need to already have the necessary training and experience along with flawless work records. Qualities such as commitment and good attitude cannot be trained into a person, they have to have those at the outset.

Once your successful applicant has passed the selection process, they still need to be trained as all hotels are slightly different in the way that they run, in terms of the building's layout, their management structure and service expectations and many other aspects. Once your new staff member is properly trained they will have a firm grasp of your company's expectations of them, as well as your brand and what it represents in the community.

Next you need to look for as many opportunities for the new staff member to work with, (or at least interact with) as many other staff members as possible. This will bring you a valuable insight into the character of your new staff member and give valuable clues as to how well they are going to fit in, in the future. The key element to look for once they are acclimatized to the hotel and its day to day running is their ability to be spontaneous in their reactions to people and their problems, requests etc. When you see them starting to improvise within the established structure of the company and, ultimately, the feedback from your other staff members (and, on occasions the guests themselves) then you will know you have a valuable team member who will add value to your business, all you need to do now is keep them, if you can.