쉐도잉 연습: Listening part two (Hotel management and high staff turnover) @ieltslisteningpro.24 - YouTube로 영어 말하기 배우기

B2
Part 2.
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Part 2.
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You will hear a training manager giving a talk to a
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group of senior staff from a hotel chain about the problem of high staff turnover.
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First you have some time to look at questions 11 to 14.
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Now listen carefully and answer questions 11 to 14.
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As many of you here today have worked in the hotel industry for some time,
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I'm sure you have experienced the problem of high staff turnover in your hotels.
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Every hotel relies on having loyal and experienced members of staff who make sure that everything runs smoothly.
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If staff are constantly changing,
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it can make life difficult for everyone.
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But why do staff leave frequently in many hotels?
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Of course, many hotel jobs,
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such as cleaning, are low-skilled and are not well-paid.
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A lot of managers think it's this and the long hours that are the main causes of high staff turnover.
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But what they don't realise is that it's the lack of training in many hotel jobs which is a huge factor.
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So what kind of problems does a high turnover of staff cause?
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Well, having to recruit new staff all the time can be very time-consuming,
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and managers may have to cover some duties while waiting for new staff to arrive.
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This means they don't have time to think about less immediate problems,
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such as how to improve their service.
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When staff leave, it can also severely affect the colleagues they leave behind.
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It has a negative effect on remaining staff,
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who may start to feel that they too should be thinking about leaving.
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So what can be done to change this situation?
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Firstly, managers should stop making basic errors which leave their staff feeling upset and resentful.
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When organising shifts, for example,
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make sure you never give certain staff preferential treatment.
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All staff should be given some choice about when they work,
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and everyone should have to work some evening and weekend shifts.
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If you treat staff fairly,
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they'll be more likely to step in and help when extra staff are needed.
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Keeping staff happy has other tangible benefits for the business.
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Take the Dunwich Hotel as an example.
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It had been experiencing a problem with staff complaints and in order to deal with this,
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invested in staff training and improved staff conditions.
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Not only did the level of complaints fall,
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but they also noticed a significant increase in the amount each customer spent during their stay.
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They have now introduced a customer loyalty scheme,
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which is going really well.
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Before you hear the rest of the talk,
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you have some time to look at questions 15 to 20.
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Now listen and answer questions 15 to 20.
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Now I'd like to look at some ways you can reduce staff turnover in your hotels,
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and I'll do this by giving some examples of hotels where I've done some training recently.
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The Sun Club received feedback which showed that staff thought managers didn't value their opinions.
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They weren't made to feel they were partners who were contributing to the success of the business as a whole.
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This situation has changed.
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Junior staff, at all levels,
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are regularly invited to meetings where their ideas are welcomed.
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A year ago, the Portland recognised the need to invest in staff retention.
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Their first step was to introduce a scheme for recognising talent amongst their employees.
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The hope is that organising training for individuals with management potential will encourage them to stay with the business.
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At Blue Water, managers decided to recognise 50 high achievers from across the company's huge hotel chain.
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As a reward, they're sent on an all-expenses-paid trip abroad every year.
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Fun is an important element in the trips,
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but there's also the opportunity to learn something useful.
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This year's trip included a visit to a brewery,
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where staff learned about the new beer that would be served in the hotel.
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Pentlow Hotels identified that retention of junior reception staff was an issue.
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In order to encourage them to see that working in a hotel could be worthwhile and rewarding with good prospects,
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they introduced a management programme.
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These staff were given additional responsibilities and a chance to work in various roles in the hotel.
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Green Planet wanted to be seen as a caring employer.
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To make life easier for staff,
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many of whom had childcare responsibilities,
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the hotel began issuing vouchers to help cover the cost of childcare.
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Louise Marsh, at the Amesbury,
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has one of the best staff retention rates in the business.
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Since she joined the company,
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she's made a huge effort to achieve this by creating a cooperative and supportive environment.
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For her, the staff are part of a large family where everyone is valued.
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OK, now I'd like to move on to the next slide.
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That is the end of part two.
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You now have half a minute to check your answers to part two.
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Thank you.

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맥락 및 배경

이번 비디오에서는 호텔 체인의 교육 관리자가 고위직 직원들 앞에서 높은 직원 이직률에 대한 문제를 이야기합니다. 호텔 산업에서 일하는 많은 사람들이 이직률의 문제를 경험했을 것이며, 지속적으로 변경되는 직원들 때문에 운영이 어려워질 수 있음을 강조합니다. 교육 부족이 이직의 주요 원인이 될 수 있으며, 이는 서비스 개선을 위한 시간 부족을 초래합니다. 이러한 맥락을 통해, 영어 회화 연습에 필요한 실제 상황을 이해하고 연습할 수 있습니다.

일상 대화를 위한 5가지 핵심 구문

  • 저는 이직률이 높은 문제를 경험했습니다. (I have experienced the problem of high staff turnover.)
  • 직원들이 정직하게 목소리를 낼 수 있어야 합니다. (Staff should be able to voice their opinions honestly.)
  • 우리는 직원 교육에 투자해야 합니다. (We need to invest in staff training.)
  • 공정한 대우가 중요합니다. (Fair treatment is important.)
  • 고객 충성도 프로그램은 성공적입니다. (The customer loyalty scheme is successful.)

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이 비디오의 내용을 효과적으로 소화하기 위해서는 다음과 같은 단계별 방법을 사용할 수 있습니다. 영어 발음 교정을 통해 발음을 개선하고, 영어 쉐도잉 기법을 활용하여 발화 능력을 배양할 수 있습니다.

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