Hampton Inn Harrisonburg - University

Lemende 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 Goals
1.

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.