Vita Mojo’s Post

I'm thrilled to announce that the Sustainable Hospitality Alliance is partnering with the Living Wage Foundation to develop the #People pillar of the Alliance’s Pathway to Net Positive Hospitality, by driving #fairwages across the #hospitalitysector. #Fairpay for all is a key focus across our #socialresponsibility work, which includes #employability, #EDI, #ethicalrecruitment and #humanrights.  As an accredited #LivingWageEmployer, we, at the Alliance, recognise the importance of championing fair payment for a hard day’s work and ensuring that all #employees earn enough to live, in alignment with the #costofliving. The #realLivingWage is the mark of a #responsibleemployer and we are tremendously proud to be working in close #collaboration with Katherine Chapman and the whole #LivingWageFoundation team to build a #fair and #responsible future. Our work together over the coming months will drive fair wages across the industry, accelerating our collective journey to #NetPositive. To find out more about this crucial new #partnership, visit https://lnkd.in/eyTBG_34 #NetPositiveHospitality #ResponsibleEmployers #ResponsibleBusiness  #EthicalEmployment #ResponsibleHospitality #SocialResponsibility #SustainableHotels #SustainableHospitality #CorporateResponsibility

Flash Coffee Exits Singapore Market: 5 Key Takeaways for Employers 💼 Flash Coffee's recent exit from the Singapore market is a stark reminder of the challenges that businesses face in today's competitive and ever-changing landscape. While there are many factors that contributed to Flash Coffee's demise, there are five key takeaways that employers should learn from this experience as purely my view: 1) Invest in your employees. Flash Coffee's employees were reportedly not paid their October salaries and part of their September salaries. This is a clear indication that the company did not invest enough in its people. Employers need to invest in their employees' training and development, as well as their well-being. This will help to create a more engaged and productive workforce. 2) Have a clear and sustainable business model. Flash Coffee's business model was based on aggressive expansion and heavy discounting. This model proved to be unsustainable in the long run. Employers need to have a clear and sustainable business model that is aligned with their long-term goals. 3) Be adaptable and responsive to change. The COVID-19 pandemic and other global events have shown us that the business world can change very quickly. Employers need to be adaptable and responsive to change in order to stay ahead of the curve. 4) Be transparent and communicate with your employees. Flash Coffee's employees were reportedly kept in the dark about the company's financial difficulties. This led to a loss of trust and morale. Employers need to be transparent with their employees and communicate regularly, especially during difficult times. 5) Have a crisis management plan in place. Flash Coffee's closure had a significant impact on its employees and customers. Employers need to have a crisis management plan in place in order to mitigate the impact of unexpected events. #flashcoffee #singapore #jobs #employers #hr https://lnkd.in/gKjKJaQa

The hospitality sector is undergoing a transformation post-Covid. Restaurant workers' wages are being evaluated for consistency and balance. As an operator, how can you ensure equitable solutions for your team? While wages are increasing, it's important to engineer new practices that allow both employees and the bottom line to flourish. Let's work towards a sustainable future for all. #hospitality #equitablewages #sustainability #sustainablehospitality #hospitalitysolutions #hospitalitynews https://lnkd.in/e-XvSMp3

An economic success story from the Basque region of Spain: "The salary differential between the highest and lowest paid workers in Mondragón, for example, remains about six to one; for the largest 500 listed companies in the US, the gap is closer to 272 to one. At the year end, members of Mondragón’s co-operatives also decide collectively on whether they should pay themselves bonuses and, if so, how much. This profit-sharing comes in addition to a base pay rate that, on average, is 40% above Spain’s minimum wage." https://lnkd.in/gMkRiQW8

Change is in the air! 🎈 Alongside the buzz of upcoming industry celebrations like the Foodservice Cateys and Hotel Cateys, the hospitality sector is abuzz with speculation. With Labour's recent election victory, what could this mean for our vibrant industry? 🍽️ First off, a Labour government traditionally prioritises workers' rights and fair wages. Expect discussions on a living wage and improved employment terms to take centre stage, which could mean more stable and content workforce in our restaurants and hotels. 🏨 Investment in community and public services could drive domestic tourism, potentially filling hotel rooms and local eateries with new customers. Plus, possible policy changes favouring the environment might lead to sustainable practices becoming not just a trend, but a standard in hospitality businesses. ✔️ For those of us at the front line of service, a promise of support for small businesses might translate into more opportunities for innovation and growth. But as always, we'll have to navigate new regulations and standards that could accompany such a shift. Let's chat below about your thoughts and predictions! ⌨️ How do you see Labour's win influencing your segment of the hospitality sector? #Hospitality #LabourVictory #IndustryInsights

Wages aren’t the only driving factor for employees. Despite many restaurant owners hiring above-average wages, open positions have remained high. Discover other employee benefits that restaurants can offer to entice new employees: https://bit.ly/3qnFOhV #BusinessOwners #Entrepreneur #EmployeeRetention #EmployeeEngagement

Wages aren’t the only driving factor for employees. Despite many restaurant owners hiring above-average wages, open positions have remained high. Discover other employee benefits that restaurants can offer to entice new employees: https://bit.ly/3qnFOhV #BusinessOwners #Entrepreneur #EmployeeRetention #EmployeeEngagement

Wages aren’t the only driving factor for employees. Despite many restaurant owners hiring above-average wages, open positions have remained high. Discover other employee benefits that restaurants can offer to entice new employees: https://bit.ly/3qnFOhV #BusinessOwners #Entrepreneur #EmployeeRetention #EmployeeEngagement

Big change is coming to hospitality and the way things are done I want you to be part of the solution ✅🔧 The global free market has changed drastically over the past few years, which has led to massive changes in the pricing of many things 🔴Energy 🔴Taxes 🔴price of good 🔴price of shipping and more These changes have left hospitality businesses globally with price increases that are becoming unsustainable. Creating a huge gap in the market for price-effective ways of trade. Hospitality Managers Network was built to combat this. We aim to change the way business owners buy goods by giving them a new cost-effective way to meet suppliers and buy goods. Less money spent with better suppliers connected! leaves a win-win for both sides Advertise your best products at the best prices and create a connection with a business owner that overtime can be nurtured into an amazing relationship It's that easy We are here to grow the hospitality sector to what it once was! Become part of the revolution today

Tipping Point: How will the Employment (Allocation of Tips) Act 2023 impact businesses, customers and staff? 🔎 As a business which operates within the hospitality industry, working with some of the UK’s biggest names in the sector, we understand the importance of staying ahead of legislative changes. That’s why we’ve delved into the Employment (Allocation of Tips) Act 2023 to uncover its potential impact on operators, staff, and customers alike. To do this, we conducted a survey polling 1,000 hospitality businesses, 1,000 customers, and 500 staff across the UK. Our findings reveal significant shifts in tipping culture, pushing towards a more Americanised style. One of the most startling revelations we uncovered is that 83% of hospitality operators anticipate additional costs of at least £12,000 annually to comply with the new Act, which could push hospitality operators to breaking point. In our latest blog, we break down these findings and provide actionable tips to help your business navigate these changes smoothly. Read it here 👉 https://lnkd.in/eG_Wdrmf #hospitality #tipping #EmploymentAct2023 #businessimpact #UKhospitality