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Webcast: Preparing for Hospitality’s new normal, with Adam Rowledge

As an award-winning advocate of businesses taking a people-first approach, Adam was a natural choice for this session tackling the top staffing questions asked by our community of hospitality operators.

The full conversation with Attensi Hospitality BD Director, Greg Hull, is viewable above.

Pressed for time? Read on for a couple of key advice highlights that we’ve selected from Adam’s talk.

Topic timeline:

02:35 – How to make the transition from furlough to ‘back to work’.

10:54 – Understanding the value of ‘cross-skilling’ your staff.

18:01 – Supporting your people’s mental well-being during reopening and beyond.

23:36 – How to handle ‘survivor guilt’ amongst your staff with compassion.

27:10 – Training your people when face-to-face classes are not a option.

Why repetition is key to learning new skills

Whether you’re learning a new language or learning how to use a new POS system, one factor is essential to success – repetition.

Did you know that the average person will forget up to 80% of what they have learned just one month after a one-off training session? In other words, to make new skills stick, we need to be able to repeat them over and over again.

That’s why the value of training that engages your staff cannot be overestimated. And with so many of them either furloughed or returning to new working conditions, right now is a ‘real golden opportunity’ to train and develop your people.

Supporting staff who are worried about returning to work

For all of us, this is challenging time to return to work.

New sanitary conditions, new expectations, no set time frame on when we can return to ‘normal’.

Many of your staff might already be dealing with the pressures of home child care, or looking after sick family members. Some might be worrying if they have a job to return to at all. The likelihood of anxiety and mental stress is high.

As managers and owners, we have a responsibility to treat these concerns with the clarity and honesty they deserve. We may not have all the answers, and that’s OK. No one does at this stage. But we can communicate what we do know as soon and as clearly as possible.

More importantly than that, invite your people’s questions and listen compassionately.

It’s your staff who will be on the front line of accelerating out of this crisis. Supporting their mental health is more than just ‘the right thing to do’.

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