Hotel Staff Training and development is important because it ensures you continually improve and keep your skills current (read on or watch the video). It is also a great way for a Hotel to keep staff. When you invest in Hotel Staff Training and Development, they feel valued and are more likely to stay in their jobs.

Unfortunately, many Hotels don’t have the money for expensive training events or workshops, so they assume all Hotel sponsored professional development is simply out of reach. Sadly, this is often to the detriment of their Hotel’s Profit. Even if you don’t have the money of a big Hotel, you can build up your employees’ skills – all without paying for high-priced courses or conferences.

Here’s how to educate your Hotel employees without spending lots of money:

Take advantage of industry offerings Professional organizations offer a range of educational programs and content, such as webinars, blog posts and white papers on business topics, and much of it’s free. They can help keep you up to date on current Hotel topics and business topics.

Organize a book club or employee forum This is a fun way to share the latest ideas in your industry, while getting to know other members in your Hotel better. Vote on a book or topic you would like to discuss, and meet regularly – maybe once every week, or monthly – to talk about it. This type of program encourages employees from different teams or departments to come together, plus, it costs next to nothing to implement.

Establish a mentoring program Some of the best trainers are already in your Hotel: your current workforce. Set up a mentoring program to access and share their knowledge. Pair employees knowledgeable in a subject with others who need to improve their skills. For example, an experienced manager could mentor an employee taking on new work.

Invite an expert from your network Reach out to your network of business associates and clients for experts who would be willing to speak to your Hotel employees. For example, let’s say one of your colleagues is a whiz at time management. If you ask him or her to speak to your employees, they’ll likely be flattered by the offer, and your employees will learn something new.

Uncover hidden talent Do a little detective work and find out more about your employees’ interests, hobbies and expertise. You might uncover employees with valuable skills they can teach to others. You may just need to pull those efforts together and package them into a formal program with some consistency.

Launch a “learn through food” If you get a good response from your expert’s talk or presentation, consider making it a regular event. Many companies have success offering educational programming whilst they provide free snack meals and something to drink. Snacking and learning may be popular because they provide an incentive for people to attend the training.

Embrace Social Media platforms New communication platforms continue to revolutionize the way we learn. Now, you can go to YouTube or Linkedin anytime to grab a quick, five-minute presentation from an expert in your field. Since they’re available anytime from anywhere, they remove any logistical barriers to personal development.

Don’t ignore the tried and tested There’s still value in some old-fashioned educational approaches. Trade magazines and journals are a reliable source of industry news and trends, and most also have an online presence.

Aim for employee engagement – The days of all-day seminars led by moaning instructors who subject participants to yet another episode of “Death by PowerPoint” are numbered. Hotels can’t use that approach anymore and expect employees to be engaged, especially millennials and generation Z workers. All employees appreciate the time efficiency and flexibility of online courses.

No matter what employee training and development program you launch, it’s essential to make it interesting, interactive, brief and easy to access. The best programs also target workers of all ages. If you’re planning a stand-up training, make it short, succinct and group-oriented. Ask your employees for input and ideas and welcome their questions.

What do these ideas have in common? They’re all low-cost or free, and easily within the reach of resourceful Hoteliers.

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