Employee retention and satisfaction are pivotal in the hospitality industry, particularly for clubs and resorts where personalized service is the cornerstone of guest experience. A well-crafted benefits package can make all the difference in attracting top talent and keeping them engaged. Here’s how to create a benefits package that stands out while aligning with industry trends.

1. Understand What Employees Value

It’s hard to appreciate something you don’t actually want. To craft a compelling benefits package, start by understanding the priorities of your employees. This may vary depending on roles, demographics, and location. Conduct regular surveys or focus groups to gather feedback.

Examples of Valued Benefits:

• Health and Wellness: Comprehensive health insurance, mental health support, gym memberships, or on-site fitness classes.
• Professional Growth: Opportunities for training, certifications, and clear paths for career advancement.
• Work-Life Balance: Flexible scheduling, additional paid time off (PTO), and childcare support.

Do: Provide benefits that are meaningful and relevant to your staff. For instance, offering discounted spa services at your resort might resonate with employees in a luxury setting.

Don’t: Assume that one-size-fits-all. A benefits package that works well for a city hotel’s staff may not meet the needs of a rural resort team.

2. Incorporate Perks Unique to Clubs and Resorts

Leverage your club or resort’s unique assets to provide employee perks that others can’t. These extras can help you differentiate your workplace.

Creative Perks Examples:

• Free or discounted rounds of golf for employees at a country club.
• Complimentary stays at sister properties for resort staff.
• Discounts on food, beverages, or merchandise sold on the property.
• Hosting employee appreciation events on-site.

Do: Highlight these perks during the hiring process to give candidates a tangible sense of the benefits they can enjoy. Then keep these benefits front-of-mind throughout employees’ tenure via monthly newsletters, team meetings, etc.

Don’t: Overpromise. Be clear about the extent and availability of such perks to avoid dissatisfaction later.

3. Focus on Long-Term Financial Security

Employees increasingly prioritize benefits that contribute to their long-term financial well-being.

Key Benefits to Consider:

• 401(k) matching programs or profit-sharing plans.
• Tuition reimbursement for continuing education.
• Assistance with student loan repayment.

Do: Promote these benefits in recruitment materials and internal communications.

Don’t: Neglect to educate employees on how to utilize these programs effectively. Hosting workshops or providing resources can improve engagement.

4. Avoid Common Pitfalls

Even well-meaning employers can stumble when developing a benefits package. Here are a few common mistakes to avoid:

• Under-Communicating Benefits: Employees may not take advantage of offerings they don’t fully understand.
• Ignoring Feedback: If staff raises concerns about certain benefits, address them promptly.
• Overlooking Compliance: Ensure your benefits package aligns with labor laws and industry standards.

Find Your Hiring Partner

Creating a standout benefits package is just one piece of the puzzle in building a top-tier team. At Horizon Hospitality, we specialize in connecting clubs and resorts with exceptional talent, ensuring every hire aligns with your organization’s culture and goals. Let us help you find professionals who not only meet your expectations but exceed them. Connect with us here.