Mauricio Schulering
speaker
155 appearances
1 recordings
1 series
first heard Jun 2026
last heard 20 Jun
Mauricio Schulering’s voice in public audio — every appearance, attributed to the second.
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recordings per month · last 12 monthsRecordings per month over the last 12 months — 1 in all, peaking in Jun 2026 with 1.
Appearances
the most important success recipes that hotels can apply to actually keep people and to attract the right people, right?
With a very strong onboarding, normally you attract better people.
When we spoke last time, you mentioned that you've been digitalizing your HR processes, your trainings.
How...
How did you find the hotel before?
What the challenges that the process that you had in place were and how this digitalization has helped you?
Did you digitalize as well any part of the onboarding processes or the onboarding is actually what it is?
It's face-to-face?
And what is the one activity that your team really enjoys from the onboarding or the training?
Something that they talk about that could inspire some other hoteliers to do the same?
important feedback to them of course there's a one-to-one every year but they can all also request a one-to-one with the edge of department and even with myself no when they say of course we have open door policy so they can come yeah as i see probably the most important thing that you see that it's a belonging it's making sure that they understand that they belong to the place and that they feel welcome not alone and they have someone to reach out and speak as if
And Alejandro, what is one leadership behavior that you use in your daily life that you believe that improves that staff motivation and retention?
And if you would like to share something with our colleagues here, hoteliers, to get inspired, the ones that are struggling to structure their onboarding, their training, if you could help them with a little checklist, maybe five non-negotiable things that you believe that every onboarding should have.
What would you tell them?
Would you consider, because now you're saying about personalization, and I totally understand that.
I believe that our audience would get a little bit concerned with personalization because of time, right?
Managers don't have time and they will say, I don't have time to personalize onboarding for people that will leave in two months, whatever the mindset it is right now.
Would you consider that having a consistent onboarding is important?
Something like that every employee at least get one type of onboarding that repeats, that is always the same and it's easier for the department heads to deliver that?
Let's get a little bit dreamy now.
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