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Introduction: Addressing the UK Hospitality Labor Shortage Through Employee Engagement
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In the hospitality industry of the UK, the shortage of labour has been a prolonged issue due to various factors. One of the factors is the salary package of the employees. The lack of skill is also another problem leading to a labour shortage. The other factor of a labour shortage is the package of salary and benefits dissatisfaction.
Improving employee engagement
Employment engagement is closely related to the job role and environment of the workplace. The psychological health of the employees helps in the retention of employees. The psychological attention of the employees depends on their thought of the employees about their roles (Teo, Bentley & Nguyen, 2020). It is important to encourage the employees and enhance their level of enthusiasm towards their job role and organisation. Therefore, "appreciation, motivation and rewards” are the best strategies to improve the engagement of employees.
Create a career development programme
A few programmes must be conducted for developing and improving the careers of the employees of an organisation. The organisation can conduct seminars based on the hardships and motivations of the employees by setting a role model. The career of the employees can be developed through organisation talent hunt programmes and competition within the organisation (Book, Gatling & Kim, 2019). The employees can be engaged in training programmes in advanced technologies and further advanced training of professional skills.
Focus on training
It is mandatory for hospitality organisations to focus on the training of employees. The training should be conducted from time to time since there is always a change in the demand of the customers. The employees must be trained in the knowledge of intercultural environments for a better understanding of customer requirements (He, Morrison & Zhang, 2019). Therefore, training given to the employees can help them to develop new skills as well as improve the existing skills, thereby increasing the workforce of the organisation.
Maintain the physical and mental well-being of employees
The mental health of the employees depends on the environment of the workplace. The mental health of the employees can be improved by eliminating “inequality, gender bias, and bullying due to racial or cultural differences” (He, Morrison & Zhang, 2019). It is also important to care for the physical well-being and provide medical facilities within the organisation in case of emergency. These factors can help in the psychological and physical improvement of the employees in the hospitality industry.
Employee Recognition
Employee recognition is important for the successful retention of employees in the industry of hospitality. Employee recognition can be successfully gained by allowing direct communication between customers and employees (Johnson, 2020). Rewards should be given based on performance, and departments should be segmented and identified for every employee. Therefore, these steps are towards the successful recognition of the employees within the organisation and among customers.
Use flexible hours and cultivate a welcoming environment
The employees are sometimes involved in the long working hours. Prolonged working hours lead to excessive exhaustion and mental depression among employees. The employees should be provided with rotational working hours or flexible hours of working in accordance with their choice (Johnson, 2020). The flexible hours of working can help the employees to avail physical and mental relaxation along with engaging themselves in the works of their interests. A pleasant working environment can help employees to love and be enthusiastic towards their work.
Create competitive benefit and salary packages
The employees must be rewarded with benefits and improved salary packages to engage them in their job roles. The package salary should be benefited from timely increments, and also improved revision of packages should be done annually (Teo, Bentley & Nguyen, 2020). The employees of the hospitality industry must be provided extra benefits of healthcare, tourism and retirement packages. These strategies can help to increase the competitiveness of the employees and increase the workforce in addition to engaging the employees towards organisation loyalty.
Conclusion
The above data reveals that the problem of labour shortage in the hospitality industry is a major issue that is to be solved. The solutions to the issues have been found to be rewards, incrementing salary packages, training, and a friendly working environment. The working problem of prolonged working hours can be solved by shifting to working hour flexibility, thus, improving the mental and physical health of the employees.
References
Journals
- Book, L., Gatling, A., & Kim, J. (2019). The effects of leadership satisfaction on employee engagement, loyalty, and retention in the hospitality industry. Journal of Human Resources in Hospitality & Tourism, 18(3), 368-393. DOI: https://doi.org/10.1080/15332845.2019.1599787
- He, J., Morrison, A. M., & Zhang, H. (2019). Improving millennial employee well-being and task performance in the hospitality industry: The interactive effects of HRM and responsible leadership. Sustainability, 11(16), 4410. DOI: https://doi.org/10.3390/su11164410
- Johnson, A. G. (2020). We are not yet done exploring the hospitality workforce. International Journal of Hospitality Management, 86, 102402. DOI: https://doi.org/10.1016/j.ijhm.2019.102402
- Teo, S. T., Bentley, T., & Nguyen, D. (2020). Psychosocial work environment, work engagement, and employee commitment: A moderated, mediation model. International Journal of Hospitality Management, 88, 102415. DOI: https://doi.org/10.1016/j.ijhm.2019.102415
