The so-called employee turnover refers to the voluntary outflow of employees who are unwilling by the organization. This kind of outflow is passive for enterprises. The employee outflow that organizations don't want often brings special losses to enterprises, so it is also called employee turnover. Why is the hotel staff turnover? The following is what I have done for you. I hope it will be useful to you.

Reasons for hotel staff turnover

1. Hotel reasons:

① Low salary and benefits for employees. In the analysis of employee resignation rate in most enterprises, it is not difficult to find that among all the influences that decide employees to leave the enterprise voluntarily, the most important one is the relative wage level. Many employees regard the reward paid by the hotel as a yardstick to measure their own value. As a result, some employees may choose to quit after finding a company that can provide higher remuneration.

② the development space is limited. Compensation 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 would rather give up higher pay temporarily in order to get more development opportunities. On the other hand, if they don't get a good development, even if they can get higher income than their peers in this hotel, they will quit to work in hotels or other enterprises that can give him a broader development space.

③ The working environment is relatively poor. Hotel staff, especially the front-line service staff, have a heavy workload and hard work, and sometimes they suffer from intentional difficulties or even personal insults from 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 their jobs because they can't stand this depressing working environment.

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

⑤ mutual loyalty between the hotel and its 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, the hotel is not loyal to its employees, has not created an environment conducive to employees' loyalty to the hotel, and often treats employees? When you're down? . To fundamentally retain outstanding 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 outstanding employees. 2. The reasons of employees themselves:

① The reasons of traditional ideas. Most people think that working in a hotel is just? Eat a youth meal? Most of the employees are male and female job seekers from rural areas. Due to the lack of job skills to adapt to the urban service industry, and the eagerness to earn money by working, eating and living alone is too expensive, they generally choose to work in restaurant services in hotel catering. When you gain a foothold in the city, you will choose a career with higher income.

② employees have high personal goals and high pursuits, and they have gone 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 the guests are also responsible for the loss of goods. 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 has intensified the industry? Dig corners with each other? It also led to a certain degree of brain drain. Fierce competition among hotel enterprises will surely promote outstanding talents? Choose wood to live? . Man struggles upwards, but water flows downwards.

methods to prevent hotel staff turnover

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

second, innovate the distribution mode of salary. 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 can meet people's self-affirmation needs. Therefore, making an effective compensation 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 of salary payment at home and abroad, such as options, dividends, equity payment, 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 made to the company, the higher the actual reward it will get. There is no such thing as thinking that horses run fast and don't eat grass. According to this principle, each enterprise can decide its own salary distribution mode according to its own situation.

third, building a fair and just internal environment of the enterprise is one of the basic characteristics that every employee wants the enterprise to have. Fairness can make employees work hard, and they believe that they will get what they pay, that their own value can be evaluated fairly in the enterprise, and that all employees can stand on the same starting line. Enterprises must be fair in 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 distribution principle of giving priority to distribution according to work, giving priority to efficiency and giving consideration to fairness, and highlight the efficiency principle of input and output. At the same time, the use of positive incentives should be more than punishment as negative incentives, and the rewards and punishments should be clear and the outstanding contributions should be rewarded.

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

3. Fair selection opportunities. In order to make all kinds of talents stand out, we should give consideration to both diploma and level, specialty and expertise, and 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 establish? 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 management of the enterprise has set up a vision of * * * and formed some external manifestations such as 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. Carrying out career management can help employees, especially knowledge-based employees, see their own 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 remuneration commensurate with their contributions, but also make a systematic, scientific and dynamic employee career plan on the basis of fully understanding their personal needs and career development aspirations, effectively provide employees with multiple development channels and opportunities for further study, and set up multiple 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, Hewlett-Packard 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 its main competitors.

the influence of hotel staff turnover

1 The staff turnover will affect the service quality of the hotel

The large staff turnover will lead to the decline of hotel service quality and the loss of customers, which will be caused by the loss of management and operation. Generally speaking, during the period when employees decide to leave but have not yet left, they will not be as serious and responsible as they used to be. Some employees even deliberately screw things up because of their dissatisfaction 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 some time to find a new replacement after the employees leave, and before the new replacement is in place, other employees have to help complete the work of the resignees, which will indirectly affect the service quality of the hotel. New employees are not familiar with the hotel's working environment, service procedures, 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 makes the economic benefits of the hotel drop sharply. The loss of excellent staff will have a long-term impact on hotel service quality.

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

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

3 The loss of employees may damage the hotel business

Hotel employees, especially middle and senior managers, may take away the business secrets of the hotel after they leave for 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.

4 The high staff turnover will also lead to the instability of the hotel staff

The hotel staff are constantly losing, and the hotel is constantly recruiting and training, so that managers often face novices and can't fully understand their personality, ability and quality, resulting in improper job assignment, improper use and promotion of employees, and the inability to mobilize the enthusiasm of employees in management.

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