How to solve the problem of hotel employee turnover

Introduction: With the rapid development of tourism, the hotel industry has mushroomed. However, because employee turnover has become a serious problem, it is a problem that hotel managers continue to solve. The employee turnover rate in hotels across the country is generally higher than 40. Under normal circumstances, reasonable personnel flow can promote metabolism within the company, which is beneficial to the long-term development of the hotel, but high turnover rates will make hotel management very difficult. How to solve the problem of hotel employee turnover

1. The impact of high employee turnover rate on hotels.

(1) Increase hotel operating costs

In hotel management, it takes a lot of time and money to train hotel employees. Employee turnover will increase the hotel's operating costs, such as: recruitment costs - recruitment newspaper advertisements, recruitment office expenses; training - training material fees, cost management expenses; loss costs - tableware and equipment due to the low technical level of new employees Losses due to damage; loss of customers due to inadequate service by new employees; accidents occurring on the job due to inadequate skills, resulting in increased insurance premiums for employees.

(2) Impact on customer service quality

When a hotel employee intends to change jobs but has not yet found another job that suits him, his work enthusiasm will often be greatly reduced. Decrease, the attitude towards guests will also change, and the service quality will decline. In addition, if the hotel employees are lost and corresponding employees are not added, or the new employees are not familiar with the hotel job positions, and the training is not kept up, it will make it difficult to coordinate some service links, or the management will not be in place, causing the hotel's service quality to decline. In serious cases, it will cause conflicts between waiters and guests, seriously affecting the hotel's image.

(3) Improved rivals’ competitiveness

Hotel employees are losing, many of whom are transferring in the same industry. After investigation, at least 80% of hotel employees transferred to hotels of the same level for employment. Whether it is front-line staff or hotel managers, switching from one hotel to another will increase the competitive strength of other hotels.

2. Analysis of the reasons for the loss of hotel employees

(1) Low employee wages

According to the survey, the reason for the loss of hotel employees is due to salary. 49.86% of employees expressed dissatisfaction with the current wages. The basic salary for ordinary workers is 1,000 yuan per month, and the salary of managers ranges from 2,000 to 3,500 yuan per month. However, the market competition in the hotel industry is fierce, profit margins have declined, and employees' wages have also decreased. When the gap between actual income and their expectations is too large, employees will choose to leave.

(2) Poor system

In terms of social security, most hotels and restaurants purchase part of social security for their employees. For example, for ordinary employees, the hotel will purchase pension insurance, Medical insurance; and senior personnel such as management level, in addition to basic social insurance, housing provident fund, etc. In terms of vacation, most employees only get one day off a week. When the peak season comes, once there is a banquet, employees are often required to work overtime. Sometimes employees don't even have one day off a week. For example, during national statutory periods such as National Day, employees often work overtime, but receive less than three times the wage subsidy. The staff said that working hours in ordinary hotels are too long, with too little rest, often overtime work, too much physical exertion, and too little free time.

(3) Neglect of employee training

A survey on the reasons for employee turnover found that the proportion of training opportunities accounted for 40%. In order to solve this problem, a survey on the frequency of employee training was conducted . Only 33% of employees receive training multiple times a year, and about 30% of employees do not receive training once a year. It can be seen that the training of hotel staff is not enough. In some hotels, employee training is only at the skill level and there is no employee quality training.

Some hotel managers believe that employees have low technical content and do not need systematic training. Therefore, the training of hotel management personnel at each level is ignored, and there is no training evaluation and training effect to evaluate the quality of employees, which is not conducive to the long-term development of the hotel.

3. Analysis of countermeasures for the rapid turnover of hotel employees

(1) A scientific incentive salary system is necessary

In terms of employee benefits, the first First, the wages paid to employees by hotels should be slightly above average or close to it. In terms of social insurance, the hotel should purchase pension insurance, medical insurance, housing provident fund for employees, and arrange paid leave benefits for each employee. The salary system must be scientific and reasonable, and attention should also be paid to motivating employees.

(2) Establish a humanistic care system

There is an old saying in the hotel industry: "Without satisfied employees, there are no satisfied customers." From making employees aware of the hotel's care and concern for them, to making employees feel good treatment and a comfortable working environment, they will feel comfortable at work and be able to provide high-quality services to guests.

(3) Pay equal attention to humanized management and strict management

Hotel management needs to pay attention to the lives of employees and motivate employees to do good service through humanized management.

Summary

In short, human resource management is an art. It not only requires the use of scientific methods, but also requires a flexible system to mobilize people's work enthusiasm. In a service industry such as hotels, which especially requires the enthusiasm and creativity of employees, hotel managers must focus on the innovation of human resources and strengthen the construction of the workforce so that the hotel can develop healthily and scientifically in the fierce industry competition.