As part of the Uwin Iwin Advisory Board, I had the chance to discuss one of the key topics from our latest Breakfast Show episode – retaining young talent in hospitality. Here are some insights I shared.

Indeed the conversation provided an interesting look at what’s happening in the global hospitality industry and specifically with Uwin Iwin and in South Africa. One topic covered was the challenge for small and medium sized companies to retain (young) staff. Those young talents, hereby called YT, have a rather different understanding about their individual timing in life, about what “career” means, and certainly about what loyalty means. Many YT just “want to have fun”, try this and that, linger around and allow no social, monetary or educational pressure against their individual interests or objectives.

So, how can SME’s retain YT? We mentioned the challenges, and here are nine very simple tools to bring 
YT closer to the company, and hence motivate them for them a longer employment period:

1. Involve YT beyond their particular job. As an example, a YT could be in charge of a Fitness-Lunch-Hour, for example every last Friday of the month, and organise a fit & snack-program for all staff.

2. Invite YT to specific working groups. Good example is Sustainability, about which many SME-owners have little expertise or budgets assigned. Yet, every SME must cover that topic (even for public image) and learn about what is possible both economically and ecologically. Feasible actions are required, why not let YT have their say? Based on their different perspectives, they will come up with unconventional reflections and suggestions.

3. Invest in Further Education not only at Management-level, but also for junior staff. Pay some evening courses, be it on business related or personal development topics.

4. Initiate Internships for YT to spend time, for example, 3 months with a befriended/partner company, even in a different market. Motivation is high, and they will transfer their experience back into the company.

5. Allow Sabbaticals. Once an “old school”-tool for deserving employees, a one-year sabbatical could be just right for a YT as well. Maybe they wish study in San Diego or travel an Asian trail. Help YT obtain a full break, no costs involved, and get him/her back one year later fully refreshed and motivated.

6. Allow YT to join a Management-Meeting as a quiet participant. That allows YT to get a feel of what it means to manage a company, and gives them insight into company operations and the daily challenges of employee management, performance, budgets, suppliers and clients (obviously omitting confidential issues).

7. Speak with YT about whether they have personal friends and Colleagues who might wish to join the Company – this will foster a sense of community and loyalty.

8. Consider Flexibility in Working Hours, so that YT can pursue personal interests like, for instance, its sports interest of training daily after work, and yet have enough free time for relaxation and other issues. Why not allow 80% work schedules in jobs?

9. Pay YT a Subscription of a preferred Media-Tool or Magazine. Little investment to make YT happy and connect with the employer.

Needless to say, such stimulations do not work for everyone and certainly not all-the-time. But 
Give-n-Take is part of today’s world. And often, money is not the main driver. GenZ and even more so Generation Alpha need space, more individuality, and personal selection. If an SME adapts to these needs and focuses on the individual, it could pay off and lead to long-term benefits.