Head of People at Virgin Incentives, Jo Kansagra believes that in all companies, engagement and happiness are key to reducing attrition. With over 10 years’ experience in her current role, Jo understands how multiple industries and business sizes tick. At the heart of her ethos is the belief that investing in regular rewards and recognition programmes can help employees feel appreciated for what they do, while giving them something to be excited about – and it doesn’t need to break the bank. We caught up with Jo to learn how hospitality business owners can spread a little more happiness amongst their teams.
In your experience, what types of benefits tend to resonate most strongly with hospitality employees?
Hospitality employees are the key component to creating memorable guest experiences, and the benefits that resonate most with them today reflect a desire for both stability and flexibility in an unpredictable industry. With this, employees desire more flexible scheduling options, which give them the ability to rest and recharge in what can be a physically and emotionally demanding environment. Access to mental health support, including counselling services and mindfulness tools, is also increasingly valued, with employees wanting to feel heard and appreciated for the hard work they put in.
Benefits should help employees feel more secure, supported, and seen, in order to create a stronger connection between team members and the businesses they serve.
What mental health and well-being benefits can operators introduce that won’t break the bank?
Regular rewards and recognition can play a significant role in demonstrating investment into employees. This can include small treats for birthdays or other milestones.
Giving employees a gift card for coffee, for instance, and encouraging micro-breaks—like a 5-minute walk, stretch, or breathing exercise—can also go a long way in relieving stress and improving focus.
Ultimately, showing genuine care for employee wellbeing through recognition, flexibility, and open dialogue, creates a positive environment that supports mental health just as much as any formal perk or programme.
What benefits can small businesses offer to set themselves apart from larger competitors?
Small gestures to regularly reward and recognise employees can go a long way in improving morale and wellbeing. Whether this is to celebrate their company milestones, long service or birthdays, small gifts to show appreciation help make employees feel seen and valued, which can translate to increased happiness and loyalty to a business.
How can hospitality businesses leverage flexible working hours as a benefit?
Similarly to benefits, there will be differences in what hours work best for each employee, however it is possible to implement flexibility in a way that still aligns with operational needs.
Offering a mix of part-time, full-time, and split-shift options can also help cater to different lifestyles, whether someone is a student, a parent, or pursuing other passions. Cross-training staff across roles adds another layer of flexibility, making it easier to fill gaps and easily adapt to fluctuations.
What role do training and professional development opportunities play in employee retention?
Investing in training is a great way for businesses to demonstrate their commitment to their employees’ development and future. This sense of investment not only boosts morale and engagement but also builds loyalty, which is essential in an industry known for its high turnover.
On-the-job training, for instance, can create structured learning moments during shifts. Whether it’s shadowing senior staff, cross-training in different departments, or assigning team leads. This offers continuous development without added costs. Businesses can also tap into their internal talent, by running in-house workshops for employees.
How can businesses harness partnerships or collaborations with local businesses to enhance employee benefits?
Partnering with other local businesses could allow businesses to offer discounted or free access to various perks, such as fitness, mindfulness, or counselling resources. These types of benefits can make a real difference in employees’ day-to-day lives, showing them they’re valued and their wellbeing is thought of. It’s a cost-effective way to improve retention and wellbeing, while building stronger community ties.
What practical advice would you give to gather feedback on benefits?
There is no one-size-fits-all approach to benefits. Sharing anonymous surveys can be a great way of getting employees involved, finding out what their needs are, and how these can best be met. In the short term, this can help business owners pick out small rewards or gifts for employees to celebrate milestones or acknowledge hard work, however in the long term this also results in employees feeling more heard and valued, as long as their employers are making the necessary adjustments based on feedback. This takes us back full-circle as employees that feel more appreciated at work will have a stronger sense of loyalty, which directly impacts turnover.
What are your views on peer recognition programs?
Peer recognition programs are an incredibly powerful tool to strengthen teamwork and morale They foster a culture of appreciation, boost engagement, and help build stronger, more connected teams. From my perspective, when recognition comes from colleagues, and not just managers, it feels authentic and reinforces positive behaviours across the whole company.
