How to Reduce Employee Turnover with Motivation

The hospitality industry is a very lucrative and rewarding career choice. Choosing a career in this field is not for the faint at heart. A career in this industry requires an individual that is ambitious, self-motivated, and has a charismatic personality. However, the hard work comes with many personal and financial rewards. Hospitality covers all careers that can come underneath the lodging, restaurants, event planning, theme parks, transportation, and tourism. However, this paper will go in depth explaining the role of general management, growth of employment, and human

Hotel is a diverse workplace, that means it will bring different people all work together. People have different ethnic backgrounds and cultures work with each other into a productive group. Diversity in a company provides different perspectives in decision making, and have more client base. Furthermore, the best hospitality organizations have a quality culture, and a great leader in hospitality always focus on seeking the best way to creating an equitable work environment for employees, which combining professional workplace from a range of culture and different backgrounds can work together by welcoming. Diverse teams in the hotel industry by pulling all the culture element together, business success become unavoidable.

1. One reason for the high turnover rate of hospitality staff is the fact that many hospitality jobs do not pay well. Personnel usually begin at a lowest wage rate or below which does not fascinate top eminence long-term employees because these employees are always looking for a better paying position. Situations that pay below tiniest net depend entirely on customer satisfaction and liberality. “Tips”. Around the world, the average beginning wait staff personnel is paid $2.15 per hour by their employer. The rest of their revenue is based pay on the urge of their customers. Monetary turn-downs mean fewer consumers, which in turn shrinkage is wage potential. Add this to the fact that many hospitality positions are seasonal and it is not hard to see why hospitality staff turnover can reach high rates quickly.

Employee Retention involves taking measures to encourage employees to remain in the organization for the maximum period of time. Corporate is facing a lot of problems in employee retention these days. Hiring knowledgeable people for the job is essential for an employer. But retention is even more important than hiring. There is no dearth of opportunities for a talented person. There are

Management can improve culture within an organization and increase employee retention is by implementing strategies that benefit employees. This can be done by having flexible workplace policies. Some ways that will increase employee retention and employee loyalty is by increased sick day approvals, longer paid vacation days, as well as increasing wages and benefits (Boushey and Glynn, 2012)). Furthermore, management can implement strategies to encourage friendly competition within an organization by giving employees incentives and rewards. An example of a company that understands the importance of employee satisfaction is Costco. According to Costco’s CEO when gas prices were high, the organization made the initiative to help employees. For

As employers start to realize that turnover is a problem things should begin to shift within the business model in several areas. Some companies are starting this by implementing processes that will help identify the reasons behind high turnover. Although turnover is expected and good in some cases it is necessary to have a strategy in place to keep the good workers and avoid losing them if possible. There is an understanding that businesses realize that when you are first starting you are considered an investment for a period of time. Meaning that until you reach a certain point in the process you are costing the company and not making them any

Employees play a pivotal role in delivering customer service to customers and generally speaking companies are aware of that role. However, companies seek out every avenue necessary to keep internal cost at a minimum while being able to offer price commitment. A great deal of these cost reduction strategies maybe the cause of the increase in the latest turnover number in 2014. It was reported that for the past four years prior to 2014 there has been an increase in turnover rate in the accommodation industry. In 2014 According to Bureau of Labor Statistics’ Job Openings and Labor Turnover (JOLTS) program. In 2014 it was reported that restaurant and accommodation sector lost 66.3% of its workforce, this number has a 10% increase from the previous four years. JOLTS breaks down this number into three major components that allow us to see the sum of the parts that makes up the total lost. The data bar chart shows that for the last 8 consecutive years the turn over rate within the Restaurants-and-Accommodations Sector and Private Sector has been constant.

There are numerous theories as to why turnover in our industry is so high, and there are many factors that attribute to the issue. In a research study conducted by Roderick D. Iverson of the University of Melbourne, Australia, (1997), Iverson presented a turnover model that he developed outlining variables that contribute to the turnover culture of an organization within the hospitality industry. In his study, Iverson (1997) accredited three different variables including pre-entry, structural, and environmental variables to be those that attribute to an employee’s intent to leave. Within the model structure, Iverson (1997) further broke down each variable and defined specifics that positively or negatively sway a person’s decision to stay at, or leave, an organization. Most noted are the negative forces that attribute to employee turnover.

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They continue to use resources to hire more people, but fail to put many of these resources toward minimising or eliminating turnover in the hourly employee and management ranks (DiPietro 2007). The cost of turnover is great given the financial expenses of recruiting, training and retaining employees. Furthermore, the emotional cost manifested by stress in the workplace for existing employees, supervisors and customers can have negative effects on the working environment (Hinkin and Tracey 2000). It is widely known across the globe that the general requirements for hospitality job roles require little skill and little proficiency in speaking the native language. As a result, training is often spent on new employees which are often an international migration of workers (Miller 2010).

Each department in hotel has to work like part of one big mechanism. Each part complements each other and makes all hotel better for times than it is. That is why connections and relations between departments are very important.

Employees are the backbone of any organisation. They are the human capital that operates the functions of the organisation. Employees enable an organisation to function with its day to day operations. According to the Global Talent Trends and Issues for the Travel & Tourism Sector report by World Travel & Tourism Council (WTTC), global employment in hospitality is over 100 million jobs. This figure is expected to rise 2% yearly. Hospitality industry will grow faster in upcoming years. Global and national employee demand and supply pool will be affected. More hospitality industry employees will be needed to fulfil the demand. Therefore, retention of employees for a stable workforce in an organisation is important.

This report is going to present the importance of planning, recruitment and selection, training and development, reward management in the human resource management of hotel industry. For detailed consideration,

This proposal aids to contribute a path to a business and assists the business to remain intact in the market place through giving a paint of a business which despite its popularity faced a downfall after the new weaker management could not improve the profit as well as the quality standards of the hotel. Additionally, it concentrates that business should be built with smart and good work of management instead of influential connections and relations. Recommendations have been provided in the proposals that can assist in saving the reputation of the business and various factors like improving the performance of employees, relationship with employees, training required, etc. have also been included.

During the 21s century, globalization in tourism industry has been concerned because the world is growing and trending. It is a big issue that industry of hospitality sector and cruise sector will be concentrated with their sustainability and reputation. Growing in marketplace is very important since they can attract more customers and increase revenue. Nowadays, people have a higher lifestyle and knowledge that they always have high expectation on travelling to a new place. Therefore, good management is the major issue for all hotels and cruise to keep their industry rolling and becoming success. Good management always look at the human resources development and the service performance to see how successful the industry have been. Industry working in an efficiency area and staff have a good service performance that can give customer a well impression. Therefore retaining staff, distributing area and training skills always need to keep moving and improving. To maintain a good balance on staff control, talent management and retention always are the best ways to use in the hospitality and cruise industry to operate their company well.