It is also the reason for the big gap between hotel employees and their professional images.

With the sustainable development of tourism in China, the hotel industry in China has experienced unprecedented prosperity. In large and medium-sized cities across the country, star-rated hotels have mushroomed, the number of hotels is increasing, and the competition between industries is inevitably becoming more and more fierce. The brain drain of hotels has always been a difficult problem for hotel managers. Employees are the backbone of the hotel's survival. Attracting and retaining talents is a common problem for the hotel industry in China. Hotels provide a service-oriented product portfolio, and employees are service providers. Staff's service consciousness, service attitude and service skills will have a great impact on customer's perceived service quality, hotel's reputation and economic benefits. It is the key to solve the problem to correctly analyze the causes of brain drain in hotels, do a good job in training and reserving hotel talents, and improve the management and development planning of human resources.

First, the reasons for the brain drain in hotels

1. Employee reason:

(1) The influence of traditional ideas. On the one hand, compared with the west, China is a country with a large proportion of traditional ideas, and its tourism industry started very late. For a long time, in China's political, economic and social life, tourism has been ignored, regarded as an industry of eating, drinking and having fun, but not as an important industry of the national economy. Many people do not have a correct understanding of the service industry, especially the hotel industry. It is generally believed that working in a hotel is to wait on people. Just like the maids of a big family in ancient times, they have no status and dignity and cannot reflect the value of people. The work they are engaged in is inferior, and the hotel work is very hard and often wronged. So many employees, especially excellent employees, don't want to stay in the hotel. So once they have the opportunity, they will switch to other industries. On the other hand, people still have a wrong view of engaging in the hotel industry. They often understand that hotel work is a youthful meal, and hotel work cannot last long. This idea also makes some older employees feel insecure, thinking that they can no longer engage in the hotel industry after a certain age, and employees have no sense of stability in hotel work. In China's traditional thought, the sense of stability is undoubtedly sought after by people. From the psychological analysis of Chinese people, most people want to seek a relatively stable job and are unwilling to have big twists and turns. Due to various reasons, many hotel employees don't want to stay in the hotel for too long, so they leave the hotel to find other jobs with certain experience.

(2) If the employment orientation is low, it will not be high. With the continuous development of society, people's thoughts have changed unconsciously, and many people's employment mentality and orientation are unrealistic, especially the newly graduated college students, who will have some high ambitions and will have the phenomenon of "low but not high", which is far from the values and service concepts of hotel professionals and lacks hard-working preparation. As we all know, everything should start from the bottom, and it is simply whimsical to want to reach the top. No enterprise is willing to hire an inexperienced college student to be the head of the enterprise. Therefore, many college graduates majoring in hotel management can't accept a college student to serve others because of their wrong world outlook and values, so they also change careers one after another, resulting in a high turnover rate of professional talents.

2. Hotel management reasons:

(1) Hotel management machinery lacks humanization. At present, the management system of many hotels in China is very rigid, which downplays human nature and ignores the interests of hotel employees. Completely separate the ideological status and welfare of employees from the economic interests of the hotel. As long as the economic benefits of the hotel are good, everything else can be ignored. This mechanical management mode makes most employees think that the hotel is neither human nor enslaved. In recent ten years, the hotel industry in China has entered an unprecedented period of rapid growth, ranking first in Asia in both growth rate and quantity. However, looking back on the development track of China hotel industry in recent years and analyzing various data from an international perspective, it is not difficult to find that the hotel industry in China is currently facing severe challenges. The entry of multinational brands makes the competition in China hotel industry more intense. China local hotels are obviously at a disadvantage in management mode. Foreign-funded hotels attach great importance to humanized management. They pay attention to the economic benefits of hotels and give consideration to the immediate interests of employees, so many people have jumped ship to foreign-funded hotels. It is precisely because foreign-funded hotels attach great importance to human nature in management mode that they realize that as long as the hotel considers employees everywhere, employees will consider the hotel everywhere. For example, once a colleague of our hotel went to Amanome the next day and wanted to ask for leave the next day, but the next day the guest felt quite good, so the leader did not agree to her rest, just told her to ask for leave according to actual conditions. In fact, this was originally a good opportunity to reflect the humanized management of the hotel. Birthday is a special day for everyone. Most people want to get special treatment on this day, but the hotel ignores this. It only considers the interests of the hotel unilaterally. As we all know, no matter how good the hotel is, it will not be unable to operate normally because of an ordinary employee. The hotel should have considered the employee's birthday a long time ago. This small move would have made the staff feel grateful and serve the hotel wholeheartedly, but the hotel's indifferent attitude suddenly chilled the staff's heart. My colleague finally chose to resign because the hotel lacked humanity in dealing with staff issues.