The latest trends in workforce and workplace management are reshaping staff development in all organizations and having a direct effect on the way clubs find and retain top talent.
Management is evolving. New trends and insights provided by innovative strategies, new technology, societal shifts and the changing makeup of the workplace and workforce, particularly since the COVID-19 pandemic, have heavily influenced the expectations of both employers and employees. These trends—ranging from employee well-being, recruitment, performance management, motivational tactics, communication strategies and AI—can help clubs optimize their operations and build high-performing teams. These trends—ranging from employee well-being, recruitment, performance management, motivational tactics, communication strategies and AI—can help clubs optimize their operations and build high- performing teams.
Trends in Recruiting and Interviewing
Behavioral and Skills-Based Interviews. Many organizations are placing greater emphasis on behavioral and skills-based interviews to ensure that candidates have the necessary skills and adaptability. A 2023 report by SHRM found that 67% of employers prioritize behavioral interview questions to evaluate how candidates handle real-world scenarios. These
types of interviews assess problem-solving abilities, critical thinking and how candidates respond to highpressure situations. This trend helps employers select candidates who not only fit the company culture but also possess the technical skills required for success.
Interview Transparency. Providing interview questions in advance has been shown to improve both the candidate experience and hiring outcomes.
A 2023 candidate experience study, conducted by ERE Media in collaboration with the CandE Benchmark Research Program, found that clear communication and transparency during the interview process led to better perceptions and higher acceptance rates. In fact, 54% of candidates reported withdrawing from hiring processes due to poor communication, emphasizing the need for openness throughout the hiring process. Structured interviews that include pre-shared questions not only enhance fairness but also increase the accuracy of hiring decisions by up to 50%. Companies adopting these practices also report higher employee retention in the first year.
Diversity and Inclusion. Diversity and inclusion have been increasingly considered as part of recruitment strategies. A 2023 report by McKinsey revealed that companies with diverse workforces are 36% more likely to outperform their peers in profitability. Many organizations are implementing structured programs aimed at improving diversity in hiring, fostering mentorship and providing growth opportunities for underrepresented groups. This can enhance organizational culture and attract a wider range of talent.
Investing in Employee Well-Being
Mental Health Awareness. Employee well- being has become a key focus across industries, particularly in response to rising mental health challenges. The American Psychiatric Association Foundation estimates that mental health conditions cost U.S. employers around $100 billion annually in absenteeism, reduced job performance and increased healthcare and disability costs. Organizations are increasingly offering Employee Assistance Programs
(EAPs) that provide counseling services, mental health support and wellness resources. Prior to the pandemic, roughly 50-60% of workplaces offered EAPs, but that number has since jumped to roughly 83%, reports SHRM. (Read “Mental Health and the Private Club Industry” in the Fall 2024 edition of Club Director for more information.)
Work-Life Balance. As employees demand more flexibility, companies are adjusting to offer better work-life balance. A 2023 Gallup poll showed that 61% of employees would leave their current job for one that offers a better work-life balance. According to a 2022 study of the hospitality industry from Professor Kim Sowong at the EHL Hospitality Business School in Switzerland, flexible schedules can increase innovation, the company’s resilience and employee well-being.
Performance Management and Compensation
Incentive-Based Pay. Incentive-based pay structures are becoming more common as organizations seek to drive motivation and improve performance. According to a recent article in The Wall Street Journal, more than 30% of companies have implemented performance- based pay models. In 2021 in response to labor shortages, Marriott implemented a performance- based bonus structure for hourly workers at some U.S. hotels aiming to attract and retain employees by linking bonuses to guest satisfaction, productivity and attendance.
Continuous Feedback and Performance Reviews. Traditional annual performance reviews are being replaced by continuous feedback systems, which provide real-time evaluations and foster ongoing development. A 2023 study by Mercer found
that organizations using continuous feedback experienced a 22% increase in employee engagement. Additionally, a 2023 study by Gallup found that employees who receive regular feedback are 21% more likely to stay engaged in their work.
Regular check-ins between managers and employees offer opportunities for immediate course correction and development, helping employees stay focused on their goals and improving overall performance.
Recognition and Rewards Programs. Recognition is one of the most effective ways to motivate employees, with many
organizations introducing formal programs that reward contributions through awards, bonuses, or public acknowledgment, boosting morale and encouraging continued high performance.
Hilton Hotels’ recognition program called “Catch Me at My Best” allows guests and team members to acknowledge great work with awards and public recognition. This initiative has boosted employee morale and encouraged higher performance, leading to strong employee engagement and guest satisfaction.
“Gamification” of Performance. “Gamification” uses points, leaderboards and rewards to create a competitive environment that boosts employee engagement and performance. It can also be particularly effective in high-turnover industries, where maintaining motivation and focus is essential for success.
Domino’s Pizza uses gamification to boost performance in its stores by rewarding employees with points and placing them on leaderboards based on their speed, accuracy and customer service. This approach has increased efficiency, improved team engagement and reduced turnover in its fast-paced environment.
Career Advancement and Communication
Development and Career Advancement.
Growth and development opportunities are critical for longterm employee engagement. Organizations that promote from within and offer clear pathways for career advancement also see higher retention rates. According to the 2023 LinkedIn Workplace Learning Report, 94% of employees say they would stay at a company longer if it invested in their development. Continuous learning, upskilling and reskilling ensure employees remain competitive in a rapidly changing landscape. A World Economic Forum report from 2023 predicted that up to 44% of workers will require significant reskilling by 2025. By investing in employee development through leadership programs, upskilling, and reskilling, organizations can boost employee loyalty and strengthen their resilience for future challenges.
The Dorchester Collection, a luxury hotel group, recognizing the need to adapt to evolving customer expectations, launched a comprehensive upskilling program focused on digital literacy, soft skills development and leadership development. Employees received enhanced training on new management systems and concierge tools, along with development in communication and emotional intelligence. The initiative also invests in future leaders by preparing employees for managerial roles.
Real-Time Feedback and Open Communication. Maintaining open communication between employers and employees is critical for fostering trust and engagement. Real-time feedback systems allow managers to provide immediate responses to employee performance, ensuring that issues are addressed promptly and that employees receive recognition when deserved.
Transparent Communication on Organizational Changes. Today, employees expect clear, authentic communication from leadership, especially during times of change. Regular updates on company performance, strategic decisions and operational shifts help employees feel informed and valued, strengthening their connection to the organization. The 2023 Edelman Trust Barometer found that 76% of employees believe transparent communication from leadership fosters trust and loyalty, making it crucial for organizations to keep employees informed during transitions.
Using AI for Smarter Recruitment and Management
AI is being increasingly incorporated in the recruitment and employee development process by automating various stages of the hiring process.
Recruitment. A recent LinkedIn report revealed that 81% of recruiters believe AI will improve recruitment by speeding up processes and enhancing fairness. Tools like HireVue and Pymetrics automate the screening processes, using algorithms to match candidates with roles based on skills, behavior and experience. These tools also reduce bias by focusing on candidate data rather than subjective factors. Additionally, AI chatbots like Olivia by Paradox engage with candidates by answering FAQs, scheduling interviews and providing updates, improving the candidate experience while reducing the workload for HR teams.
Employee-Engagement Platforms. A 2023 report by Gartner found that organizations using employee engagement platforms saw a 25% increase in job satisfaction. Tools such as 15Five and Office vibe now allow organizations to gather real-time feedback through pulse surveys, helping to measure employee sentiment and identify areas for improvement. Additionally, recognition and rewards systems such as Bonusly and Kazoo enable employees to provide real-time recognition to their colleagues, fostering a culture of appreciation that boosts engagement and morale.
Learning and Development. Digital platforms such as LinkedIn Learning and Udemy for Business enable companies to create personalized learning paths for employees. These AI tools recommend courses tailored to individual skills gaps or career aspirations, promoting continuous learning and professional development. This approach helps employees enhance their capabilities and ensures they remain competitive in a rapidly evolving work environment.
The Numbers Don’t Lie
Recent studies have highlighted these facts behind the new wave of trends that are reshaping the employment environment:
67% of employers prioritize behavioral interview questions to evaluate how candidates handle real-world scenarios.
54% of candidates reported withdrawing from hiring processes due to poor communication, emphasizing the need for openness throughout the hiring process.
Structured interviews that include pre-shared questions not only enhance fairness but also increase the accuracy of hiring decisions by up to 50%.
Companies adopting these practices also report higher employee retention in the first year. n Companies with diverse workforces are 36% more likely to outperform their peers in profitability.
Mental health conditions cost U.S. employers around $100 billion annually in absenteeism, reduced job performance and increased healthcare and disability costs.
61% of employees would leave their current job for one that offers a better work-life balance.
Organizations using continuous feedback experienced a 22% increase in employee engagement.
Employees who receive regular feedback are 21% more likely to stay engaged in their work.
94% of employees say they would stay at a company longer if it invested in their learning and development.
Up to 44% of workers will require significant reskilling by 2025.
81% of recruiters believe AI will improve recruitment by speeding up processes and enhancing fairness.
Organizations using employee-engagement platforms saw a 25% increase in job satisfaction.
76% of employees believe transparent communication from leadership fosters trust and loyalty.