WE’RE OPEN FOR BUSINESS. As we have key worker status, we want you to know that we’re still providing our services even during lockdown. Click here for FAQs.

  • Request a quote
  • Five Top Tips to Keep your Hotel Staff Happy

    Posted by ,
    Five Top Tips to Keep your Hotel Staff Happy

    Everyone’s heard the phrase ‘happy wife, happy life’ by this point, haven’t they? The same sentiment can be applied to the relationship between employers and employees. If employees are happy in what they are doing and where they are, they will be much more likely to go the extra mile in making their customers and clients happy too. An employee who knows that he or she can rely on the people above them in the management chain will also be much more likely to be open about any problems or issues they may be having in the workplace, be it with customers or with another employee.

    The culture

    The culture of a place of business is something which develops in response to the management. If you create a barrier between yourself and your team, then the atmosphere will not be open and friendly. This may seem discouraging to new and old employees alike – they might come to feel unappreciated, and in extreme cases may even begin to dread work. To create a good atmosphere at work, be friendly and open at all times. Make sure that the workspace is pleasant for everyone (not just the customers!) involved, with areas for them to relax and goof off when they need to. The atmosphere is informed by the relationship between employers and employees too, so make sure that everyone knows they can come to you at any time. Don’t shut yourself away and turn the management into unseen gorgons to be spoken of in hushed tones only.


    Keep employees happy and motivated by providing them with recognition. Everyone likes to be praised for doing a good job – it makes them feel appreciated, and underlines that employees are an integral part of the business, rather than something which should just be tolerated as part of running a business.Having a habit of recognising people for their accomplishments has added value in that it means you have contact with your staff above and beyond the essentials. Not even taking the time to tell somebody that they did a good job could mean that you only speak to employees when you have to critique them, which will do a number on their morale, and on the company atmosphere as a whole (see above).

    Hire for attitude over technical skills

    While the initial atmosphere of a place of work might be set by the employers, it is also sustained by the other employees. If you hire people purely based on their technical abilities, then the business might have a higher chance of running smoothly (though you’d be surprised…), but ignoring attitude in favour of it won’t do you any favours in the long run.

    If someone has a good attitude towards their work, it will strengthen morale throughout the business! A good attitude towards work generally comes from a good attitude towards everything in general, and this can be a breath of fresh air. Someone who is happy to be where they are will make other people happy too since everyone likes being around people with good attitudes.

    Leave room for growth

    Your employees will be much happier and more likely to stay with the company if they see that they can move through the company. If the job they have is one which is essentially a dead-end, then they will eventually leave for greener pastures: giving them a way up the career ladder means that employee turnover will not be as high as it could be, and you will hang on to them for longer. Another reason to leave room for growth is that it is good for morale. A dead-end job with no possibility of a change without leaving the company will be perfect for someone, but the majority of people need to push themselves, so would find it quite demoralising.


    This might seem like an odd entry but bear with me. Having competitions and contests will keep your employees on their toes, and provide something to break up the day-to-day tasks which make up their time at work. Just as with recognition, the contests and prizes don’t need to be huge or life-changing – just enough to keep people interested.