Right now, to lure employees, hoteliers are probably offering more pay than they would have pre-pandemic, and definitely more than they're comfortable with. Depending on the position and the requirements of the job, there's a high likelihood they're also offering some concessions in work conditions that aren't aligned with how the hotel or company historically operates.
It's understandable that might be frustrating for hoteliers and other business leaders, and why many might be eager to see some sort of "return to normal," with many assuming — or maybe just hoping — that the current environment is just a blip on the radar. But there's plenty of reason to believe that just isn't the case.
The fact of the matter is, employees — both current associates and prospects — have more options today than they did before the pandemic. I don't need to tell all of you very smart and experienced business people what that means in terms of who has the leverage in the labor market.
All of this brings to mind when I was in Dallas a couple of months ago sitting at a table surrounded by revenue strategy experts for an HSMAI event. Many of them noted how they were having a harder time recruiting for revenue roles because the executives above them in the food chain were insisting on a return to office, which was frustrating for those attendees who admitted that their job roles could easily and effectively be fulfilled working from home.
Drawing those lines in the sand are counterproductive for recruitment at a time where it's already historically difficult. But the point I'm trying to make is that if you're smart enough to offer that flexibility now because it will open up job searches to more applicants, you should also be smart enough to know that changing tact two or three months down the road isn't going to work out for you. Those in-demand employees will be able to pick up and leave pretty easily, and will likely be inclined to do so if they feel like they've been tricked or cheated.
Another common complaint I'm seeing online is workers feeling like they're getting a bait-and-switch offer from potential employers in terms of advertised salaries and job offers. Maybe the best illustration of this is the viral image of a McDonald's advertising a $21 an hour wage, only to reveal only if you squint, that is actually says "up to $21."
Luring in prospects with the promise of a significant salary boost only to low-ball them in the job offer might seem like an acceptable beginning point for negotiations, but I get the distinct feeling that most potential employees won't see that as anything other than an insult and a waste of their time. As short-staffed as everyone is right now, who is really benefiting from committing their hiring managers to interview and vetting processes that ultimately fizzle at the finish line with a lackluster offer?
I thoroughly enjoy covering the hotel industry in large part because it's a sector of the economy that regularly professes its love for taking care of people, both in terms of customers and employees. This is the time to prove it. It's time to treat your people like you value them and not try to needle them into thinking you're their enemy.
Because if they don't feel like you're on their team, they're significantly less likely to stay on yours.
Let me know what you think on Twitter, LinkedIn or via email.
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