There are a lot of conversations about mass resignations happening in the US. Will Australia face it too? Has it started already? The tourism industry is also currently struggling to find people and fill roles. Some businesses are slicing and dicing to be leaner and meaner than ever before, regardless of longevity, loyalty and commitment across the last few years.
Whilst there are variables across business size, growth phase and industry, a very particular common thread of conversation is the question, how can we retain our talent, especially in tourism?
Are you already too late?
Once people have made up their mind, it’s often a smidge late… the boat has been missed? What percentage of the team have already checked out, are already looking, applying for jobs and in final stages?
Or are they feeling the exhaustion, wanting out, yet still too busy in their day to day, likely both physically and mentally, to put the energy and attention into starting to search?
Are they certainty creatures? The risks associated with departing exceed the current pain they’re experiencing where they’re at? They’re ok with the status quo?
Are they neither happy nor unhappy, so if something else comes along it might pique their interest?
Are they with you and taking turns driving the bus? You can see, hear and feel their commitment and passion. They’re kicking goals and achieving outcomes.
Again, like the variables across businesses, individuals vary too. They will be at different stages, whether they’ve only been with you for weeks, months, years, or decades even.
A one-sized approach doesn’t fit
That’s why it’s critical to consider and ask yourself, how are we retaining, training and harnessing our tourism business’ talent? Because what Mary, Bill or Lisa could need is very different. And if you haven’t got an approach or simple solution for identifying, understanding and harnessing talent, it might end up too late.
Likewise if it’s about bringing the ideal talent into the business or organisation, are you very clear on the needs of the business to ensure you’re aligning talent requirement and invitement? He he he, I’ve made that word up, however it begs the question, are you inviting the ideal talent into the business?
What approach are you using?
Genevieve ‘Trainer’ Matthews
P.S Whenever you’re ready… here are 4 ways I can help you develop and work on your tourism business leadership capabilities:
- Grab a free copy of Smash Indecision and Overwhelm, 4 Steps for Better Business Leadership E-book
It’s the road map to overcoming doubt and indecision, how to deal with “overwhelm” to improve your business leadership capabilities. — Click Here
- Join the Tourism Business Leader’s Facebook group and connect with like-minded leaders focused on building highly effective teams
It’s our Facebook community where smart leaders get to learn more about creativity, leadership and performance for tourism business success. —Click Here
- Join our Tourism Pro-Team Program
Helping tourism business leaders develop their skills to improve engagement, accountability and performance of the team. If you’d like to work with me so you can stop being reactive, have the difficult conversations and drive performance to get the results you want and know the business need then…message PRO to me here and I’ll get you all the details.
- Let’s get the Whole Team Together
Would you like a different perspective and someone else at the front of the room or on zoom/teams to lead regular and consistent team building, accountability, and engaging learning experiences, that drive results and outcomes for individuals, teams, and the business? If you feel a little challenged with everything going on, maybe sounding like a cracked recorded saying things repeatedly, or actually not 100% how to motivate and inspire the team, given the current nature of business, it may be useful for us to chat. Message TEAM to me here… and tell me a little about the business, your team, and what you’d like to work on together.
