Ever feel like running a hotel or restaurant is like filling a bucket with holes in it? You’re pouring water in—new hires, fresh talent—but somehow it keeps draining faster than you can top it off. You’re not alone. In fact, the U.S. Chamber of Commerce recently reported that hospitality has one of the highest quit rates around, hovering at or above 4% since mid-2022.
Hiring in hospitality has actually seen a significant increase—more than a million hires in January 2024 alone, according to the U.S. Chamber of Commerce. That sounds great at first glance. But when you factor in that 781,000 hospitality workers quit during the same period, the picture gets less encouraging. It’s like filling that leaky bucket faster without fixing the holes. Sure, you might maintain the water level briefly, but it’s not sustainable. Eventually, the leaks win.
Why are People Quitting Anyway?
It’s rarely just about the paycheck. Sure, we all have bills to pay, so wages matter, but people usually leave because they don’t feel valued, supported, or can’t see a path forward. Who can blame them?
Hospitality demands long hours, fast-paced shifts, and dealing with challenging customers. Some people thrive in this environment, but many quickly reach their limit if managers don’t meet their needs. This isn’t complicated—but many overlook it.
Turning Down the Turnover Dial
Reducing turnover doesn’t have to be complicated—it just requires the right approach and consistent effort. Here are some effective strategies to consider:
1. Recognize and Reward Efforts
It might sound obvious, but genuine recognition—like a sincere ‘thank you’ or acknowledging great work—can make someone’s day. Imagine a banquet server who handles a particularly difficult table with patience and grace; taking a moment after the rush to compliment their professionalism can encourage them to handle future challenges just as well.
2. Provide Clear Paths for Growth
Employees stay where they see a future. If a server sees a clear, realistic path to management or other roles, they’re more likely to stick around. Consider highlighting employees who have successfully transitioned from hourly roles to management positions to showcase these opportunities.
3. Balance Work and Life
Hospitality isn’t exactly famous for predictable schedules. But even small changes—like regular shifts or occasional flexibility—make a big difference. Offering occasional weekends off, or rotating less popular shifts fairly, can help staff feel valued and reduce burnout.
4. Offer Solid Training and Support
You’ve heard the phrase “employees don’t quit jobs; they quit managers.” People often leave when managers don’t support or train them well. Investing in good onboarding and continuous training pays off quickly. For instance, regular workshops or mentoring sessions can help employees gain confidence and skills, making them more likely to stay.
5. Team Up with Your Staffing Partner
Your staffing partner is more than just someone who fills job openings—they’re a resource for helping you improve retention. Take time to discuss retention strategies with them and see how you can align your efforts. They might offer valuable insights on onboarding best practices, employee engagement ideas, or even identify potential issues before they become major problems. Working together closely ensures you’re both pulling in the same direction to retain great talent.
Reducing turnover is more than just smart—it’s essential for building a stable, effective team. When your employees feel valued, supported, and empowered, they stay longer and perform better. This stability translates directly into happier guests, smoother operations, and a reputation that earns five-star reviews. So stop chasing turnover and start creating an environment people don’t want to leave. That’s a bucket truly worth filling.
