Study shows one in three workers are ready to quit. Are you doing anything to stop them?
Hospitality employers—from hotels and resorts to restaurants and cruise ships—should be bracing for a big bump in turnover according to a recent study. Earlier this year, WorkplaceTrends.com, a HR research and advisory membership service, surveyed 2,000 employees and human resource leaders about employee retention and their thoughts on their workforce. The results: nearly one-third of U.S. workers are planning to change jobs in the next six months.
Thirty-one percent of the employees surveyed responded that it was “likely” or “very likely” that they would be “looking for a new position/opportunity in the next six months.” Better career options were a motivating factor for many (41 percent). Nearly 33 percent felt their employer didn’t recognize their skills and talents.
But there’s more to it than that. Another study—this one performed by PsychTests, a psychological-assessment company—examined the survey responses of nearly 900 employees and found that there are a number of additional reasons workers may choose to pursue other job opportunities. Consider their findings, along with actions you can take to stem the turnover tide at your hospitality organization.
Career advancement: Forty-three percent of employees surveyed would quit their current job if they were presented with a “better opportunity,” a phrase they defined as a job that would allow them to expand their professional skills and advance their career. Twenty-eight percent have already quit a job—or multiple jobs—for this reason, so if your hospitality organization doesn’t offer continuing education or promote from within, now is the time to begin to do so.
Toxic environments: Office politics, gossip and favoritism along with psychological harassment such as bullying would drive 42 percent of surveyed employees to move on to a new organization. If your hotel or restaurant does not have zero-tolerance policies in place for bullying and harassment, you’re going to lose workers. You may also want to invest in emotional intelligence training for your staff, which can help everyone better manage their emotions and perform at their best under a variety of pressures.
Poor work/life balance: Family and leisure time is important to employees. Thirty-one percent of those surveyed said they would quit their job if they didn’t have enough of it or were asked to work too many hours too often. If you’ve been operating lean since the recession, you may want to invest in additional staff to minimize the need for overtime and make everyone’s workload more manageable. You should also look at the rigidity of your scheduling. In a survey of 1,700 workers conducted by Softchoice, an IT solutions and management company, 70 percent of employees said they’d quit their current position if offered one with more schedule flexibility.
Compensation: Thirty percent of the workers surveyed by PsychTests said they would quit if they were inadequately compensated. In fact, 18 percent have already quit a previous job for this reason. If you haven’t compared the pay rate you’re offering for various positions at your hotel or restaurant with that offered by other organizations of your size and in your area, it’s essential that you do so as soon as possible. Not only does sub-par compensation encourage turnover, it will also make available job openings less attractive to qualified candidates.
Boredom: Think a job can’t be too easy? You’re wrong; 30 percent of surveyed employees said they would look for a new job if their current work wasn’t challenging or stimulating enough. Engaged and motivated employees are rarely bored, so look at ways you can involve your staff in planning, decision making and the vision you have for your organization. And if an employee asks for more responsibility, think seriously about giving it to them.