Boost retention in hospitality with mentorship strategies that enhance employee growth and job satisfaction.

If wage can't be reviewed then atleast assess and re-vamp the work culture, more unit specific fringe benefits, employee future career progression plan and personal development along with empowerment through structured learning interventions.

Last updated on May 14, 2024

What do you do if your hospitality employees are leaving for better opportunities?

Finding out that your hospitality employees are leaving for better opportunities can be concerning, but it's also an opportunity to reassess and improve your management strategies. You're in the business of creating memorable experiences for guests, which means your staff is your most valuable asset. When they depart, it's crucial to understand why and how you can make your workplace more appealing. This isn't just about retention; it's about building a work environment where employees feel valued and see a clear path for growth. So, let's explore some strategies to help you keep your team engaged and committed to your business's success.

1 Assess Exit

When an employee hands in their resignation, it's essential to conduct an exit interview. This is your chance to gain honest feedback about their experience working for you. Ask about their reasons for leaving and what improvements they believe could make your workplace better. While it can be hard to hear criticism, this information is invaluable for identifying issues within your operation that may be causing a high turnover rate.

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Karan Savita

Senior Recruiter - Talent Acquisition
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If hospitality employees are leaving for better opportunities, start by conducting exit interviews to gather insights into their reasons for departure. Analyze the feedback collected to identify common themes or areas for improvement within the organization, such as compensation, career advancement opportunities, or workplace culture. Take proactive steps to address any identified issues, such as revising compensation packages, implementing professional development programs, or enhancing employee engagement initiatives. Continuously monitor employee satisfaction and retention metrics to track progress and make ongoing adjustments to ensure the organization remains competitive and attractive to top talent in the hospitality industry.

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2 Boost Morale

Employee morale is the backbone of a successful hospitality business. If your team is happy, their positive attitude will reflect in their interactions with customers. Consider implementing regular team-building activities, recognizing individual achievements, and offering incentives for exceptional performance. These actions show your staff that their efforts are appreciated and can lead to increased job satisfaction.

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3 Offer Growth

One of the main reasons employees leave is the lack of career advancement opportunities. In the hospitality industry, demonstrating a clear path for professional growth can be a game-changer. You might create a mentorship program where seasoned employees guide newcomers or offer training sessions to develop new skills. By investing in your employees' growth, you're showing them that there's a future for them within your company.

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4 Review Wages

Competitive compensation is critical in retaining hospitality staff. If your employees are leaving for better-paying opportunities, it might be time to review your wage structure. Ensure that your pay rates are in line with industry standards and consider offering raises based on tenure or performance. Remember, investing in your employees is investing in the quality of service your business provides.

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Priti Sharma

Founder, iTrain Plus (CIPD Level HRBP, L&D Partner, OD &POSH Consultant), QMS & EMS Lead Auditor, Winner, Singapolitan Worldwide 2019, Advocate POSH, DEI, Mental Health, Healing & Humanity Matters
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If wage can't be reviewed then atleast assess and re-vamp the work culture, more unit specific fringe benefits, employee future career progression plan and personal development along with empowerment through structured learning interventions.

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Vikas Kumar

Human Resources Manager
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If hospitality employees are leaving for better opportunities, assess their reasons for departure, gather feedback, and implement measures to enhance retention. Offer competitive benefits, growth opportunities, and a positive work environment. Prioritize open communication and address concerns promptly to foster loyalty and reduce turnover.

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Somanath Tripathy

ADMINISTRATION / IR/HR/S&P/SECURITY/LIASION Professional
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Sir nothing like that , yes few organized hospitality industry may follow your guidance for better prospective n growth, particularly where proper professional assigned management post. But lot of these industry are family based n the top boss appoint only suitable personal at top end who are good for their family n personal reasons irrespective of talent n professionalism. Roads are open vehicle will run but a road safety engineer will make it more smooth n safe not a food safety engineer. Unfortunately talented people moving place to place due to huge politic, favoritism which a talented person never tolerate. Lot of example are there but nothing can be done. Keep silence if have talent accept luck.

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5 Enhance Benefits

Apart from wages, other benefits can play a significant role in an employee's decision to stay. Flexible scheduling, health insurance, and paid time off are highly valued in the hospitality sector. Evaluate your current benefits package and consider enhancements that could make your workplace more attractive. Sometimes, non-monetary benefits can be just as important as a paycheck.

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6 Foster Culture

The culture of your workplace is the sum of its values, traditions, beliefs, interactions, behaviors, and attitudes. A positive work culture attracts and retains talent. Strive to create an environment where employees feel respected, included, and part of a team. Encourage open communication, provide support where needed, and ensure that management leads by example. A strong company culture can turn a job into a career and reduce the desire to seek opportunities elsewhere.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What do you do if your hospitality employees are leaving for better opportunities?

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1 Assess Exit

2 Boost Morale

3 Offer Growth

4 Review Wages

5 Enhance Benefits

6 Foster Culture

7 Here’s what else to consider

Hospitality

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