Congratulations! You’re hired! Your new job provides an opportunity for you to start something new and it can be exhilarating, especially when you are doing something that excites you. However, transitioning to a new job takes some adjustment, can be stressful and can take away from some of the excitement. You’re not only starting with a new company, but you are meeting new people, taking on a new role with new responsibilities, and possibly working in a different environment than what you are accustomed to. Any new job comes with a lot of uncertainty so feeling a bit anxious is normal!
Let’s get one thing straight, stress does not control you. We all have let it affect us one way or another and often times there is a struggle to find that work/life balance. Once stress has the upper hand, every day can be an uphill battle. We lose sleep, we can’t focus or find time for interests outside of the workplace, our relationships slip, and even our immune systems can start to weaken.
I get it! Our lives are hectic and it’s hard to find that balance. Having a plan to deal with stress ahead of time helps manage how I react to stressors. I do my best to model the behaviors that I expect my team to exhibit. My go-to formula when managing stress is simple:
Imagine starting at a job where you quickly realize that there is no clear on-boarding or training plan and you must "figure it out" on your own. Or, you want to further develop and grow your career; however, there's no clear career path nor opportunity for growth. Sound familiar?
For those in the Hospitality Industry, and especially human resources, this is a reality they handle on a daily basis. The hospitality industry must appeal to top talent through training, leadership, and modern tools in order to grapple with a staggering 73.8% employee turnover rate. There exists a gap between what organizations and recruiters are seeking, and what prospects seek and expect from employers that contribute to high turnover. Human Resources professionals must achieve a careful balance of finding and attracting the right candidate with structure and leadership in order to mitigate turnover costs.
It would be safe to guess that the number one reason people leave their job is lack of compensation. But your guess would be wrong.