What are the reasons for the loss of hotel staff?

The so-called employee turnover refers to the voluntary outflow of employees that the organization does not want. This outflow is passive for enterprises. The organization's unwanted employee outflow often brings special losses to the enterprise, so it is also called employee outflow. Why is the hotel staff turnover high? Here's what I did for you. I hope it works for you.

Causes of hotel staff turnover

1, hotel reason:

① Employees' wages and benefits are low. In the analysis of the turnover rate of employees in most enterprises, it is not difficult to find that among all the influencing factors that determine employees to leave the enterprise voluntarily, the most important one is the relative wage level. Many employees regard the remuneration paid by the hotel as a yardstick to measure their own value. Therefore, some employees may choose to resign after finding a company that can provide higher remuneration.

② The development space is limited. Salary is a factor that people pay more attention to when choosing a career, but it is not the only basis for people to make a final decision. Facts also show that some people prefer to give up higher salary temporarily in order to get more development opportunities. On the other hand, if they can't get a good development, even if they can get higher income than their peers in this hotel, they will jump ship to work in hotels or other enterprises that can give him broader development space.

③ Poor working environment. Hotel staff, especially front-line service staff, have a heavy workload and hard work, and sometimes they are deliberately made things difficult or even insulted by a few guests; In some hotels, employees feel that they have not received due care and respect because of the low quality of managers or improper management methods; Some hotels, especially the old state-owned hotels, have the problems of too complicated internal personnel relations and too tense interpersonal relations, and some employees quit because they can't stand this depressing working environment.

④ The working hours of catering staff are unstable. Because of the irregular meal time, the working hours of catering staff are relatively long and the workload is heavy.

⑤ The mutual loyalty between hotels and employees has not been established. On the one hand, employees are not loyal to a hotel, but to other interests, often because these interests are between hotels? Jumping around? . On the other hand, hotels are not loyal to employees, and they do not create an environment conducive to employees' loyalty to the hotel, and often treat employees? When you're down? . In order to fundamentally retain excellent employees, we must establish a mutual loyalty relationship between hotels and employees according to the mutual loyalty model, and realize a win-win situation between hotels and excellent employees. 2. Employees' own reasons:

(1) The reason of traditional ideas. Most people think that working in a hotel is just. Have a youth meal? Most employees are male and female job seekers from rural areas. Due to the lack of working skills to adapt to the urban service industry, and the eagerness to earn money by working, it is too expensive for a person to eat and live. They generally choose to work in hotel catering. When you gain a foothold in the city, you will choose a higher-paying career.

② Employees have high personal goals, pursue high goals and go to study again. Some employees think that they need further study, have that economic foundation or have good learning opportunities, so as to give up their jobs and further improve their knowledge. In order to gain more personal development space, they would rather give up their current high-paying positions and find another job.

③ Pressure from star-rated hotels. For example, as a room attendant, what is it? Behind the service? The corresponding complaint opportunities are also relatively large, and guests should be responsible for lost items. Under various pressures, most employees will choose to leave their jobs.

3. Market reasons:

There are many hotels around and the competition is fierce. Hotels have mushroomed, and middle and senior managers with certain management experience and engineers and technicians familiar with hotel equipment are the most scarce talents. This intensifies the industry? Digging each other's corners? It also led to a certain degree of brain drain. Intense competition among hotel enterprises will definitely promote outstanding talents? Choose wood and live? . Man struggles upwards, but water flows downwards.

Ways to prevent the loss of hotel staff

First, establish a good system of selecting and employing people. Enterprises need to pay attention to selecting employees with high moral literacy when recruiting personnel. Employees who change companies or even several companies a year must be carefully hired. At the same time, enterprises should choose those whose potential and values are consistent with the company's system and culture, and those who can maintain the company's reputation and improve its character. Every company should choose the right person according to its own characteristics, just as the CEO of Edwards said: We only want people with personality, people who are United with us and harmonious with the company culture. What we want is to grow old together, like a happy marriage. ?

Second, innovate the salary distribution model. In any enterprise, salary is an effective incentive means. Salary is not only a means for employees to obtain material and leisure needs, but also a means to meet people's self-affirmation needs. Therefore, an effective salary system can reduce costs, improve efficiency and enhance the attractiveness of enterprise recruitment. For different levels and types of employees, there have been some mature theories and practices at home and abroad, such as options, dividends, equity payments, employee stock ownership and other methods.

It should be noted that no matter which mode, it is necessary to implement the principle that the greater the contribution to the company, the higher the actual return, and there is no idea that horses run fast and don't eat grass. According to this principle, each enterprise can decide its own salary distribution model according to its own situation.

Thirdly, building a fair and just enterprise internal environment is one of the basic characteristics that every employee wants the enterprise to have. Fairness can make employees work hard, and they believe that their value in the enterprise will be fairly evaluated. I believe all employees can stand on the same starting line. Enterprises must be fair from the following aspects:

1. Fairness of reward system. It is necessary to formulate policies that are conducive to mobilizing and protecting the enthusiasm of most people, fully embody the principle of giving priority to distribution according to work, giving priority to efficiency and giving consideration to fairness, and highlight the principle of efficiency of input and output. At the same time, the use of positive incentives is more than punishment as negative incentives, and the rewards and punishments are clear, and those who have made outstanding contributions are rewarded.

2. Fairness of performance appraisal. It is necessary to use scientific assessment standards and methods to regularly assess the performance of employees. Formulate scientific and reasonable performance appraisal methods and standards, and make qualitative assessment and quantitative determination of employees' actual work, so as to be true and specific. Assess each employee objectively and fairly, and establish various supervision mechanisms to ensure the fairness and openness of the assessment work.

3. Fair choice opportunities. In order to make all kinds of talents stand out, we should give consideration to education and level, specialty and expertise, existing ability and potential ability in the selection and appointment of employees. Put employees on the same starting line for assessment, and provide a level playing field for all kinds of personnel.

Of course, fairness is also reflected in other aspects of enterprise management. If enterprise management can be fair and just in all aspects, it will greatly improve employees' satisfaction and stimulate their deep potential, so as to spare no effort to contribute their talents to the enterprise.

Fourth, create a people-oriented corporate culture. If an enterprise wants to get long-term development, it must be established? People are above everything else? Values. The top management of the whole enterprise must have a sense that people are the most important assets, and employees are trustworthy and need to be respected and participate in work decisions. When people are fully trusted, they can often play their talents at a higher level and create more benefits for enterprises. If every employee from the top of the enterprise has established the vision of * * * and formed some external manifestations such as the core values and value orientation of the enterprise, then this will continue in the development process of the enterprise and keep the enterprise in a good competitive situation.

Fifth, expand employees' career and provide direction for employees' development. Career management can help employees, especially knowledge workers, see their development path in the enterprise without being confused about their current position and future development, thus helping to reduce the turnover rate of employees. Enterprises should not only provide employees with salaries commensurate with their contributions, but also make a systematic, scientific and dynamic career plan for employees on the basis of fully understanding their personal needs and career development aspirations, effectively provide employees with various development channels and opportunities for further study, and set up a number of promotion ladders for equal competition, so that employees can truly feel that they have the hope of realizing their ideals and ambitions in the enterprise. For example, HP provides employees with skills and needs self-assessment tools on the Internet to help employees make detailed career development plans, which is an important reason why the company's employee turnover rate is far lower than that of its main competitors.

The influence of hotel staff turnover

1 Staff turnover will affect the service quality of the hotel.

A large number of employees' turnover leads to the decline of hotel service quality, and the loss of tourists, management and operation will all cause this situation. Generally speaking, employees will not be as serious and responsible as before during the period when they decide to leave but have not left. Some employees even deliberately screwed things up because they were dissatisfied with the hotel and out of revenge for the hotel. If employees work in such a state of mind, the service level of the hotel will obviously be greatly reduced. In addition, the hotel needs a period of time to find a new replacement after employees leave their jobs, and before the new replacement is in place, other employees have to help complete the work of the resigned employees, which will indirectly affect the service quality of the hotel. New employees are unfamiliar with the hotel's working environment, service process and rules and regulations, and are prone to make mistakes in their work. When the sales department and public relations department of the hotel leave, they may often take away a large number of tourists, which will lead to a sharp decline in the economic benefits of the hotel. The loss of excellent staff will have a long-term impact on hotel service quality.

2. The high turnover rate of employees will increase the human resource cost of the hotel.

The human capital investment paid by the hotel from recruiting to training employees will flow out of the hotel and inject into other enterprises with the job-hopping of employees. In order to maintain normal business activities, hotels need to find suitable candidates to replace temporarily vacant positions after the loss of original employees. With the continuous loss of employees, hotels are constantly recruiting, and the recruited employees need different levels of training regardless of whether they have been engaged in the hotel industry before. Frequent recruitment and training consumes a lot of manpower, material resources and financial resources, leading to rising costs.

The loss of staff may damage the business of the hotel.

Hotel employees, especially middle and senior managers, may take away the business secrets of the hotel after they quit to other hotels; The loss of hotel sales staff often means the loss of hotel customers. The job-hopping of these employees will bring great threat to the hotel.

High staff turnover rate will also cause instability of hotel staff.

The constant loss of hotel employees and the constant recruitment and training of hotels have led managers to often face novices, unable to fully understand their personality, ability and quality, resulting in improper work distribution, improper use and promotion of employees, and unable to mobilize the enthusiasm of employees in management.

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