Description of the Situation
The hospitality industry has been on the receiving end of high turnover over the years. This is especially common in luxury resorts where the cost of hiring new employees is astronomical (Dwesini, 2019). Mangers encounter difficulties when it comes to finding, attracting, and retaining quality employees. The reality is that the workers in this sector are more likely to leave and work for a different employee, offering an extra salary or benefit. Another dilemma facing the sector is that many workers have no loyalty to their employers and will move if given a better offer. The problem stems from the fact that the staff members are not motivated.
In line with the above situation, a new manager working in the sector should consider adopting recognition as a motivational technique. According to Asaari et al. (2019), recognition is the most powerful tool for creating a team environment. For instance, by recognizing employee of the month, the new manager will motivate workers to keep striving towards their goals at work. Similarly, by appreciating an employee in front of friends and colleagues, they will be encouraged to do better anytime. Most importantly, recognition as a technique is regarded as an investment for future growth and development.
Potential Consequences
Recognition is critical when it comes to enhancing employee engagement and performance. According to research, managers with good recognition scored highly about employee retention and productivity (Sawaneh & Kamara, 2019). As further clarified by researchers, there is a direct link between the amount of recognition and turnover. “Turnover decreases as the frequency of recognitions increases” (Wang & Wang, 2020, p. 12). Overall, recognition creates a sense of accomplishment besides making employees feel valued for their work.
References
Asaari, M. H. A. H., Desa, N. M., & Subramaniam, L. (2019). Influence of salary, promotion, and recognition toward work motivation among government trade agency employees. International Journal of Business and Management, 14(4), 48-59. Web.
Dwesini, N. F. (2019). Causes and prevention of high employee turnover within the hospitality industry: A literature review. African Journal of Hospitality, Tourism and Leisure, 8(3), 1-15.
Sawaneh, I. A., & Kamara, F. K. (2019). Evaluating employee retention strategies on job performance. Science Journal of Business and Management, 7(3), 67-90. Web.
Wang, Q., & Wang, C. (2020). Reducing turnover intention: Perceived organizational support for frontline employees. Frontiers of Business Research in China, 14, 1-16. Web.