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New opportunities with Outside the Lines, Inc We are recruiting for an experienced Hospitality Manager to join a fabulous Napa Valley Winery team and help them take their winery the next level. **** New opportunity with upscale full-service restaurant in Sacramento.
============================ The Bottom Line for Employee Retention Want the bottom line when it comes to employee retention? The quality of the supervision an employee receives is critical to employee retention. People leave managers and supervisors more often than they leave companies or jobs. It is not enough that the manager is well-liked or a nice person. Sure, a nice, likeable manager earns you some points with your employees. A draconian, nasty, or controlling manager takes points away from your organization. So will below market benefits and compensation. But, a manager or supervisor, who is a pro at employee retention, knows that the quality of the supervision is the key factor in employee retention. Effective Managers Create Employee Retention Managers who retain staff start by communicating clear expectations to the employee. They share their picture of what constitutes success for the employee in both the expected deliverables from and the performance of their job. These managers provide frequent feedback and make the employee feel valued. When an employee completes an exchange with a manager who retains staff, he or she feels empowered, enabled, and confident in their ability to get the job done. Employee complaints about managers and supervisors center on these areas. Employees leave managers who fail to: * provide clarity about expectations, How to Help Managers With Employee Retention Almost every manager can increase her ability to retain employees by developing her management skills. Teaching a manager about how to value people can be more challenging. Particularly if the manager doesn't already value people and their contributions in her mind and heart, it will be a leap for her to change her values. These ideas will help your organization develop managers who believe in and act in ways that support employee retention * Integrate core values about people and a mission and vision that enable people to align themselves with the company direction. Communicate the importance of these, and clear expectations about the behaviors expected from managers to accomplish these, to every manager. * Negotiate a performance development plan with each manager that stresses the expected managerial areas of development. * Provide training in core management skills to every manager. Core management skills include how to: * Hold regular meetings to provide management development coaching and feedback. You can assist managers to improve their management style and skills. A regular meeting helps you debrief events as they occur, while memories of the exchanges are fresh in the manager's mind. * Schedule and hold learning organization events such as book clubs, product training, project debriefs, and discussion and planning meetings. * Provide funding for conferences and educational development opportunities for managers to continue learning. * As part of a fully integrated performance management system, provide 360 degree feedback so managers know how their management style is perceived. *** Find out how YOUR managers are doing! Employee Surveys are a vital tool to measure and benchmark the satisfaction of your employees, and allow your company to understand employee perceptions. Perception is reality. Because employees at every organization act on the basis of their perceptions, management must be keenly aware of employees' views. Outside the Lines, Inc.'s Employee Satisfaction Surveys deliver a successful means of measuring, and acting upon, employees' current beliefs on many job-related subjects. Outside the Lines, Inc. can implement a fast and efficient Employee Satisfaction Survey that allows you to automatically capture, track and statistically analyze your employee data. Use in conjunction with exit interviews to track both current and former employee sentiment over time. The information gathered from employee satisfaction surveys can give you the management knowledge that directly impacts the bottom line and fosters positive employee relations Call 707.933.0687 or email us now for your quote ============================ WineAndHospitalityJobs.com Forum Here's a question from one of our winery clients. How would YOU handle the issue .. Click here to submit your answer! ============================
Two women sue John Q. Hammons Hotels for alleged sexual harassment Two Jefferson City women sued John Q. Hammons Hotels Management yesterday for alleged sexual harassment. Former hostess/cashier Deborah K. Alburtis and former waitress Jennifer Graves filed a joint complaint in federal court. They had worked at Capitol Plaza Hotel in Jefferson City before being suspended and terminated. The women claimed they were subjected to unwelcome sexual comments from male co-workers. They also alleged they endured unwanted physical contact. One claimed she had her skirt lifted up, and another claimed she was pinned against a refrigerator. According to the complaint, male supervisors allegedly laughed and told the women they may have liked it after they complained. Jefferson City attorney Daniel Green is representing the women in the case. John Q. Hammons Hotels Management had not filed a response to the complaint as of April 13. © 2007, Springfield News-Leader *** Sexual Harassment is costly in terms of business AND reputation. Make sure that you take the necessary steps to educate & train your managers on prevention in the workplace. OTL's training programs combine expertise, critically-acclaimed instructional design and a focus on the unique challenges of the Wine & Hospitality Industry to provide our clients online and in-person training on preventing workplace harassment. Don't wait to act! You CAN protect your business and your employees from workplace harassment.
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