Early Maternity/Paternity Planning: A Strategic Imperative for Hotel Managers. How Interim Sales Support Can Help.
- Vicky Roberts
- Jun 4
- 4 min read
Updated: Jun 4
Introduction
Maternity and Paternity leave are exciting times for employees, but for businesses, especially sales teams, these absences can create real challenges. Without proper planning, a temporary gap in sales coverage can lead to lost opportunities, increased pressure on the remaining team, and disruption in client relationships.
Yet, many businesses delay arranging cover and whilst juggling the demands of maintaining workforce continuity and ensuring employee wellbeing, they often decide they’ll "figure it out later." This approach can cause unnecessary stress and missed revenue opportunities.
By implementing well-structured Maternity and Paternity leave policies and some forward planning, hotel managers can not only uphold productivity but also foster a supportive environment that values each team member's contributions.
This article considers the risks of last-minute planning, how hotel managers can leverage early planning to maintain operational excellence, integrating Interim Sales Support to boost hotel sales performance and some action steps for smooth planning.
The Risks of Last-Minute Planning for Maternity/Paternity Leave
Delaying Maternity or Paternity cover arrangements can have several negative consequences, including:
1. Sales Performance Decline
If key accounts or active leads are left unattended, deals can slip through the cracks. Prospects and existing clients expect consistency, and a sudden drop in engagement can damage relationships and brand reputation.
2. Increased Pressure on the Team
Without a structured plan, the rest of the sales team may be expected to take on additional responsibilities. This can lead to burnout, decreased morale, and lower productivity across the board.
3. Loss of Revenue & Missed Opportunities
Sales is all about momentum. If coverage isn’t arranged in advance, the time spent scrambling to catch up later could mean missing critical deals, failing to meet targets, or losing competitive positioning.
The Benefits of Planning Ahead for Maternity/Paternity Leave
Early planning is crucial for hotel managers to ensure smooth operations and support employee well-being. By being pro-active, hotels can:
✅ Ensure Continuity in Client Relationships
A smooth handover means customers and prospects receive the same level of service, avoiding disruptions that could lead them to competitors.
✅ Keep Sales Pipelines Active
With a proper transition plan, deals stay on track, follow-ups happen on time, and revenue doesn’t take a hit.
✅ Reduce Stress for Everyone
Planning cover well in advance reassures both the expectant employee and their colleagues that business will continue as usual, allowing for a smooth transition.
✅ Supportive Maternity/Paternity leave policies = Employee Retention
This positive correlation underscores the importance of managers taking the lead in creating family-friendly work environments and has a positive impact on the hotel’s reputation.
It is important to note that Paternity leave is becoming increasingly important in modern workplaces. It's crucial to create a supportive culture that encourages fathers to take paternity leave. This can be achieved through leadership example and open discussions about the importance of work-life balance.
How Interim Sales Support can boost your business
Integrating Interim Sales Support is a crucial strategy for maintaining sales performance during Maternity/Paternity leave. This approach ensures that the hotel's revenue generation remains unaffected.
Bringing in an interim sales professional to cover is a strategic move that ensures:
🔹Immediate Expertise
Interim sales specialists are experienced professionals who can hit the ground running. They can quickly adapt to your business, understand your clients, and maintain sales momentum.
🔹 Seamless Coverage Without Long-Term Commitment
Unlike hiring a permanent employee, Interim Sales Support gives you flexibility, ensuring coverage for the exact duration needed without unnecessary long-term costs.
🔹 Fresh Perspectives & New Strategies
A temporary sales professional can bring fresh ideas and innovative approaches, which may even enhance performance beyond just covering the gap.
At Vicky Roberts Hotel Support, we specialise in Interim Sales Support. Our team are Event Sales professionals who will straight away familiarise themselves with the hotel's products, services, and sales processes. And clear communication channels are established between our team, the hotel team members, and management to facilitate seamless collaboration and information sharing.
Action Steps for Businesses planning for Maternity/Paternity Leave Cover
To ensure a smooth transition, here’s what you should do:
📌 1. Start Planning Early
Begin discussions as soon as an employee shares their leave plans. Ideally, cover should be arranged at least three months in advance. Discuss dates when leave is required and potentially how long will be required and keep in touch in case anything changes along the way.
📌 2. Identify the Key Responsibilities to Cover
List out essential sales tasks, key accounts, and pipeline stages to ensure continuity.
📌 3. Explore Interim Sales Support as an Option
A Maternity/Paternity Leave contract is usually anything from 3-12 months. You could advertise a short-term fixed contract using traditional methods or would Interim Sales Support be the most cost effective and convenient way to cover? If so, look for experienced sales professionals who specialise in interim sales roles, ensuring a quick and effective transition. Vicky Roberts Hotel Support can assist you.
📌 4. Can Cross-training Help?
Cross-training employees is an effective strategy to build a versatile workforce capable of filling temporary gaps. This approach can help continuity but also provides development opportunities for staff.
This can be achieved through job shadowing, mentorship programs, or temporary role rotations. At Vicky Roberts Hotel Support, we can also provide sales training to your existing hotel team or any new team members you have.
📌 5. Flexible Working
Flexible work arrangements can significantly contribute to workforce continuity. Hotel managers should consider implementing such arrangements where feasible.
📌 6. Implement a Handover Plan
A structured handover, including knowledge transfer and introduction to key clients, ensures a seamless experience.
📌 7. Think about the Return to Work
Make sure you think about the possible outcomes as the Maternity/Paternity leave comes to an end. If your employee returns, what will the return to work look like? There could be many scenarios but essentially, assess if you have any flexible working requests or ongoing recruitment gaps to fill.
Conclusion: Don’t Wait, Plan Now for Maternity/Paternity Leave Requests Early for Success
There’s lots to think about but as I said at the beginning, don't leave it until the last minute!
Maternity/Paternity leave should never be a source of business stress. By planning early and leveraging Interim Sales Support, hotels can maintain momentum, protect revenue, and create a supportive environment for their employees.
Instead of scrambling at the last minute, act now. Your future self, and your sales numbers, will thank you!
