From Challenges to Strengths: Building Inclusive Hospitality Teams with Profesio
With the growing reliance on international talent, the hospitality industry is navigating cultural and operational challenges like never before. We talked with Jannete Milinović, a seasoned HR and recruitment expert with over 10 years of experience. Through her work at Profesio, she helps hotels and tourism companies integrate foreign workers seamlessly into their teams, fostering inclusion, communication, and long-term success.
In your experience, what are the biggest cultural and operational challenges that foreign workers face when joining Croatian and regional hospitality teams?
Foreign workers frequently face difficulties owing to language issues, which can impede communication and teamwork. The Croatian workplace may also have a direct communication style, which differs from the more subtle and polite approach preferred in many Asian cultures. This distinction can make it difficult for foreign workers to adjust to local social norms and expectations, particularly in customer-facing positions. However, with careful integration efforts, these people frequently adjust successfully, leading to a more diversified and dynamic team environment.
How can employers turn these challenges into opportunities for deeper integration and a stronger team culture?
Employers can exploit these difficulties to promote an inclusive culture. Cultural awareness initiatives help teams appreciate and comprehend each other's backgrounds, whereas mentorship programs that link local employees with foreign hires can provide practical advice and emotional support. Offering language training improves communication and displays a commitment to staff growth. These tactics not only solve current issues, but also foster a better, more cohesive team environment.
With the growing reliance on international talent in the hospitality industry, what trends do you foresee shaping the future workforce? How can hotels and tourism companies stay ahead in attracting and retaining this diverse talent?
As the hotel business relies more on international labor, workforce diversity is expected to increase. To attract and keep this talent, businesses must prioritize the employee experience, stressing inclusion, and professional development. Strong employer branding emphasizing these values is critical. Comprehensive onboarding programs that combine operational training with cultural orientation will also be critical to promoting integration and retention.
From your work with foreign workers, what practical steps or strategies can Croatian and regional hotel managers implement today to ensure smoother onboarding, training, and long-term success for international employees?
Managers should put in place systematic onboarding programs that include clear operating rules, cultural orientation sessions, and support systems like mentoring or feedback channels. Recognizing and appreciating overseas employees' efforts promotes a sense of community and boosts team morale. Flexibility in meeting the individual needs of international workers can increase their satisfaction and long-term success.
How does Profesio empower both workers and employers to navigate differences in expectations, communication, and cultural norms? Could you share a success story that illustrates this impact?
Profesio balances the demands of employees and employers. By carefully matching candidates' skills to job requirements and offering post-placement support, all parties benefit from smoother transitions.
One success story included a corporation hiring international employees for the first time. Profesio assisted the business in developing cultural integration tactics, which resulted in a very favorable experience for the new employees. This method enhanced team chemistry while also lowering turnover, demonstrating the importance of proactive support in developing effective, diverse workplaces.