by Alex A. Kecskes
The hospitality industry has always had one of the highest employee turnover rates of any economic sector. According to research conducted by the American Hotel and Motel Association, estimates of average annual employee turnover range from around 60 to 300 percent. This is bad for business and bad for employees—both of whom have invested time, effort and money while on the job.
So why do hospitality employees say adios to their jobs? Several reasons.
People don't quit their jobs, they quit their bosses. Many employees, especially those on the lower rungs, just don't have the will to tell their bosses what they really think, so rather than a confrontation, they simply quit. In some cases, quitting is the only way to solve a personality conflict; but in many cases, early and frequent communication can solve the problem and save the relationship.
The "money" problem. This is often just the tip of the iceberg. Underneath, you may resent a lack of benefits or other tangible aspects like the opportunity to shoulder some added responsibility, or the ability to try out new ideas, or the failure to be recognized for your hard work or creativity in solving a particular problem.
The 13th floor ceiling. In some cases, you may feel that you've reached a ceiling and can only move up if you move out. In many instances, companies fail to make employees fully aware of advancement opportunities. Aside from internal opportunities, there may be fast track opportunities in the hotel chain's other sites (if you're not adverse to moving). Many companies have come to realize that identifying talent, developing it, and encouraging promotion from within makes good business sense. So don't be afraid to research and ask about promotional opportunities wherever they appear.
On a personal note, I've stayed in many hotels, and the service varies widely from hotel to hotel. Some employees are gracious, friendly and accommodating, while others perform their duties perfunctorily without even a smile.
For more information on why employees leave, see the "push-pull" factors that affect turnover in the Study of Amari Hotels and Resorts.
For more information on hospitality jobs, check out:
http://www.hospitalityjobsiteblog.com/
Alex A. Kecskes has written hundreds of published articles on health/fitness, "green" issues, TV/film entertainment, restaurant reviews and many other topics. As a former Andy/Belding/One Show ad agency copywriter, he also writes web content, ads, brochures, sales letters, mailers and scripts for national B2B and B2C clients.
The hospitality industry has always had one of the highest employee turnover rates of any economic sector. According to research conducted by the American Hotel and Motel Association, estimates of average annual employee turnover range from around 60 to 300 percent. This is bad for business and bad for employees—both of whom have invested time, effort and money while on the job.
So why do hospitality employees say adios to their jobs? Several reasons.
People don't quit their jobs, they quit their bosses. Many employees, especially those on the lower rungs, just don't have the will to tell their bosses what they really think, so rather than a confrontation, they simply quit. In some cases, quitting is the only way to solve a personality conflict; but in many cases, early and frequent communication can solve the problem and save the relationship.
The "money" problem. This is often just the tip of the iceberg. Underneath, you may resent a lack of benefits or other tangible aspects like the opportunity to shoulder some added responsibility, or the ability to try out new ideas, or the failure to be recognized for your hard work or creativity in solving a particular problem.
The 13th floor ceiling. In some cases, you may feel that you've reached a ceiling and can only move up if you move out. In many instances, companies fail to make employees fully aware of advancement opportunities. Aside from internal opportunities, there may be fast track opportunities in the hotel chain's other sites (if you're not adverse to moving). Many companies have come to realize that identifying talent, developing it, and encouraging promotion from within makes good business sense. So don't be afraid to research and ask about promotional opportunities wherever they appear.
On a personal note, I've stayed in many hotels, and the service varies widely from hotel to hotel. Some employees are gracious, friendly and accommodating, while others perform their duties perfunctorily without even a smile.
For more information on why employees leave, see the "push-pull" factors that affect turnover in the Study of Amari Hotels and Resorts.
For more information on hospitality jobs, check out:
http://www.hospitalityjobsiteblog.com/
Alex A. Kecskes has written hundreds of published articles on health/fitness, "green" issues, TV/film entertainment, restaurant reviews and many other topics. As a former Andy/Belding/One Show ad agency copywriter, he also writes web content, ads, brochures, sales letters, mailers and scripts for national B2B and B2C clients.
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