How to Reduce Turnover in the Hotel Industry

Staff turnover in the hotel industry is notoriously high. By some estimates, it’s approaching 80%, meaning many properties essentially rebuild their teams every year. That’s not just a staffing challenge; it’s a serious operational hazard with ripple effects that impact customer satisfaction, brand reputation, and the bottom line.

The good news? High hotel employee turnover isn’t inevitable. With the right strategies, you can build a more stable team. Here’s how.

Hire the Right People

Many hotel staff turnover issues start before people are even hired. Rushed hiring, unclear job expectations, poor cultural fit—these are only a few reasons for high staff turnover in hotels. When team members feel unprepared, unsupported, or “thrown into the fire” without proper training, they’re far more likely to walk away. So, what do you do?

• Eliminate unpleasant surprises by writing clear job descriptions that match the reality of the position.
• Implement thoughtful screening processes that go beyond “Can they clean a room?”
• Ask behavior-based interview questions that reveal reliability, attitude, and adaptability.
• Involve managers and team leads in the interview process to identify potential red flags and establish rapport from the outset.

Offer Competitive Compensation

With hotel employee turnover hovering around 80%, it’s time to take a hard look at your pay structure.

A Cornell study found that replacing a single employee costs businesses an average of $5,864. In the hospitality industry, that number nearly doubles to $9,932 per person due to higher turnover and training demands.

Long story short? It doesn’t pay to underpay. Competitive wages don’t just attract more qualified candidates—they show that you respect the role and are prepared to pay for it.

Go Beyond the Paycheck

Hourly employees are no longer settling for bare minimum jobs. Offering even basic benefits, like health insurance, paid time off, or predictable schedules, can set your property apart and reduce hotel employee turnover.

If you are a small operation and cannot offer traditional benefits, consider creative alternatives:

• Retention bonuses for employees who stay for a year
• Transportation stipends or free parking
• Employee meals and discounts
• Flexible time-off policies

Even small perks send a clear message: “We care about you and are willing to prove it by investing in you.”

Invest in Career Growth

Investing in career growth is one of the most underrated and cost-effective ways to reduce the hotel industry turnover rate. One of the biggest myths is that only large hotels can offer career advancement. The reality? Even boutique brands can create growth pathways by:

• Cross-training staff across multiple departments
• Giving top performers the chance to lead, train, or take on additional responsibilities—and receive pay bumps to reflect growth
• Offering support for certifications
• Having regular check-ins to discuss goals, not just performance

Measuring Success

Reducing hotel employee turnover starts with understanding why it’s happening in the first place. And that requires data, not gut feelings.

Start by tracking key metrics like turnover rates, time-to-fill, and length of employment—not just for the entire company but by department, shift, and manager.

When you track these numbers, you begin to spot patterns. Maybe hotel employee turnover is highest on a certain floor, under a particular manager, or after 30 days. Maybe your onboarding process doesn’t work, or your top performers leave because they’ve hit a growth ceiling.

You won’t know unless you consult the data.

The Easiest Way to Reduce Hotel Staff Turnover? Us.

Finding the right talent—and keeping it—is critical to reducing the hotel industry turnover rate. But accomplishing this is challenging. That’s why leading hotels, resorts, and hospitality brands turn to us. At Hotel Cleaning Services, we don’t just fill roles; we provide reliable, vetted professionals who stay. Whether you’re dealing with understaffing or struggling to keep quality workers, we can help. Contact us today!