Скачать или смотреть Causes of Turnover in the Hotel Industry | Hotel Marketing

Causes of Turnover in the Hotel Industry | Hotel Marketing
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Almost all researchers concur that internal factors significantly impact turnover more than external factors. They have identified three primary groups of reasons:

1. Inadequate pay.
2. Poor or insufficient hiring procedures.
3. Having bad hotel management that lowers employees’ confidence.

Hotels and resorts with high attrition rates typically display one or more of these circumstances, and most causes of turnover fall into these three classifications.

According to several academics, addressing the issue of unfulfilled expectations among hotel employees is critical to resolving turnover issues. When new hires join a hotel, they have preconceived notions about the nature of the job and the company. When these requirements are satisfied, hotel staff frequently remain; otherwise, they leave. Thus, the rationale behind the significance of realistic job previews.

Moreover, adverse work hours are cited in studies of other companies as the main reason for employee attrition. On the other hand, a few hotel staff members find that their jobs’ erratic schedules are a draw. In most industries, outer factors like job prospects and unemployment have minimal impact on attrition rates; however, this is different for the hotel sector since nearly all hotel managers understand that newly established rivals draw workers from current businesses.

From other managers’ and employees’ points of view, the best way to reduce turnover in the hotel industry is to provide better supervision. More than any other reason, poor leadership is the leading cause of employee departures, and specific communication issues are related to managerial caliber. In addition, one of the leading causes of employee turnover frequently mentioned is ineffective communication between managers and staff, although another critical component is communication among staff.

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