Hampton Inn Harrisonburg - UniversityLemende’ Coley, Jenna Maxfield, Ricketta Morton, Frannie White

Presentation Overview

● Client Information● Goals and Objectives● Process● Results● Challenges● Areas to Improve● Key Takeaways

Video Clip

All about the Hampton Inn● General Manager: Richard Smith● 160 Rooms● Meeting Space● Business Center● Large Pool

Client Information

● Demographics of Employees: 50 employees; roughly

○ Age range of learners: 20-65

○ Average age: 45

○ Educational Experience: No prior education required; B.S. or B.A.

not required but preferred

○ Gender ratio: Female to Male: 10:1

○ Existing Skills: Prior Housekeeping experience welcomed; On-the

job training provided; certification seminars and trainings

Client Information● Target Population:

○ Our target population is not only the Managerial staff from levels of

hierarchy varying from General Manager to front desk agents but also

the 20-65 age male and females employed by the company.

● Issues:

○ High turnover rate

○ Low employee morale

○ Not many opportunities to move up

Organizational Goal

The purpose of our facilitation and team building program is to boost

the associates morale and improve the turnover rate within the various

departments in the hotel through a reward and recognition system.

Performance Goals1. Hampton Inn Harrisonburg - University, will be able to implement a recognition and

reward system for hotel associates.

2. A weekly newsletter will be distributed via email to all associates announcing an “Employee of the Week” and “Hampton Happies” which will consist of compliments and praises for various associates.

3. A small box or container will be placed next to the clock-in and clock-out system for associates to place “Hampton Happies” into.

4. A monthly meeting will take place for all associates, where an “Employee of the Month” will be announced. The employee of the month will receive an incentive, most likely to be a small raise.

Objectives

1. To implement a recognition and reward system for associates in the next quarter.

2. We will suggest a program that will give the employees a chance to receive a bonus depending on their quarterly performance

Process

● We distributed a survey early in the semester

● Interviewed and documented responses from current and past

employees

● Met with managerial staff to discuss progress, and plans for future

benefit of company

● Monitored the progress of the employees

Survey Results

Survey Results

Survey Results

Survey Results

Survey Results

Challenges● Due to the high turnover rates, the data results we collected tended to

fluctuate

● We encountered participants biases

○ Employees feared their identity was not going to be protected

● Language barrier

○ There are a large population of spanish speaking associates who do

not speak english

● Slow to adopt

Overall Results

● Employees have been given the opportunity to move up into supervisory

positions

● All employees in every department have received a raise

● A monthly newsletter has been distributed for the month of December

● Birthdays are now being recognized

● Overall employee morale seems to be improving

Areas to Improve

● Determining when raises should be given

○ Based on performance

○ Length of employment

● Continuous improvement on employee morale

● Other suggested alternatives:

○ Make the job interesting

○ Upgrades

Key Takeaways● All in All:

○ We had a goal in mind to help our clientele if not decrease their turnover rate, at least understand their reasons for it

○ We not only learned more about the everyday struggles companies can sometimes face when balancing a home family and work family but the sacrifice it can take to want to make a change for the betterment of those around you

○ “Do what you love and love what you do.”