The average tenure of an employee in the U.S. is now only 1.5 years, according to the Department of Labor statics. The turnover rate in the hospitality industry is 66.3 percent, compared to other sectors in America where the turnover rate is 44.4 percent. So if your best employees aren’t necessarily leaving for a bigger salary, what (or who) is the cause?
Heavy workload that is never decreased
Some jobs are tough. Some days are longer than others, and your really good employees recognize the difference between working overtime to meet a deadline and working overtime because they’re constantly asked to pick up the slack of coworkers. When the economy hit bottom and hundreds of companies were forced to lay off many staff members, the dynamic of everyday duties changed greatly. Suddenly managers were asked to find a way to complete the same amount of work and productivity as ever before, but with a much smaller team. Naturally, that meant the work load for many was increased – in some situations, drastically. Now that the economy is beginning to gain momentum, many of those companies that made job cuts 5 or 6 years ago have not revisited their staffing needs. Just because your best employees can handle an increase in workload, doesn’t mean they’ll stick around to deal with it long term.
The leaders you put into place may be driving your entire team crazy, and you don’t even realize it. Take a look at your management team. How did they get there – have they been with the company 20 years, they’re likeable, they did great work in their previous position with the company? Troubles can surface when employees are promoted based on being the boss’ friend, or having a long tenure with the company, rather than who can lead an entire team to productively do their jobs and help a company thrive based on new ideas and work ethic. In fact, a management team with no vision will not only leave your employees dropping like flies, it can destroy a team’s morale. Be aware of who is actually getting the work down for your company. It’s not necessarily the person with the corner office. Why should great employees stick around if the bottom feeders get promoted?
Manager doesn’t have a vision for career growth
You will find that the best leaders in your company are mindful of career development. While they do not expect promotions to simply fall into their lap, they do want to be assured that you are aware of their desire to move up within the company and that you share that same vision for their professional growth. Keeping a potentially great manager in his or her current position because they do the job so well and you don’t have a qualified replacement will just leave you with another available position within your company. Talk with your employees. Find out who is interested in growing with the company, and if the work ethic and leadership ability is there, let that person know they’re top of mind when changes take place with staffing.
While it’s not likely anyone would turn down a significant salary or hefty raise, employees aren’t putting all their hopes in a paycheck. Your employees want to be treated fairly, recognized for the good work they do and have the opportunity for advancement within the company when the time is right. If your team members are slowly filing out the door for other job offers, it’s time to take a look at your managers and your hiring habits. It’s not impossible to keep great employees, but you have to embrace a philosophy of innovation, and engage employees with an important mission and purpose.
 Bureau of Labor Statistics’ Job Openings and Labor Turnover