UK Hospitality Staff Shortages: Why Your Hotel Staff Are Leaving

Staff shortages are nothing new in the hospitality industry. In fact, it’s an ongoing issue that often leads to hoteliers struggling to find the right balance between providing excellent customer service and maintaining high operational standards.

However, recent studies have shown that the UK hospitality industry is facing an unprecedented skills shortage, with most businesses reporting difficulty in recruiting staff.  This is a worrying trend, particularly after dealing with Covid-19, which has only exacerbated the existing issues caused by Brexit.

So, what can you do as a hotelier to ensure that you are not left short-staffed?

Identify whether you have an issue in your hotel

Do you have an issue in your hotel causing staff shortages? Many businesses struggle with employee retention, but the hospitality industry is particularly affected by this problem. There are a few key reasons why hotels have such a high turnover rate.

First, the nature of the work is often very demanding and requires long hours. This can be especially challenging for employees who have families or other commitments outside of work. Additionally, the pay in the hospitality industry is often not very competitive when compared to other industries. This can make it difficult to attract and retain top talent.

Finally, the working environment in hotels can be very stressful and challenging. Employees may feel like they are constantly under pressure to meet the needs of guests.

If you are struggling to keep your hotel staffed, it is important to identify the root cause of the problem. Once you have done this, you can put together a plan to address the issue and improve employee retention.

Common hotel problems that can lead to staff resignation

Poor working conditions

Working in a hotel can be tough. Long hours, early starts, late finishes and working weekends are all part of the job. But for many people, the biggest challenge is the poor working conditions.

In recent years, there have been a number of high-profile cases of hotels being accused of not providing adequate break times, rest areas or staff facilities. Other common problems that hotel staff may encourage them to quit is a lack of job security, low pay and limited opportunities for career progression. All of these factors can contribute to a high staff turnover, which in turn creates further problems for hotels, such as a shortage of experienced staff and an increased need for training.

Fixing employee conditions is not only important for staff retention, but it’s also vital for ensuring that your hotel is running smoothly. Overworked and/or stressed employees are also more likely to make mistakes or have accidents, which can lead to legal issues for your hotel.

Poor management

Poor management in a hotel can often be the root cause of staff shortages. Poorly managed hotels are often understaffed, which can lead to long hours and high stress levels for employees. This can result in high turnover rates, as employees leave to find better working conditions elsewhere.

To avoid this, it is important for hotel managers to create a positive working environment. They can do this by setting clear expectations, providing adequate training and support, and by communicating effectively with their staff. They also need to be able to recognise and reward good performance, as this will motivate staff to stay with the hotel.

Managers should also manage the staffing roster effectively, to ensure that all shifts are adequately staffed. This includes ensuring that there is enough cover for sickness and holidays, and that employees have the opportunity to take their entitled breaks.

It’s also important to review your management regularly to ensure that they are providing adequate support to staff members. If you find that your managers are constantly putting pressure on employees or are not providing adequate guidance, it may be time to consider making a change. To do this, you can send out an anonymous survey to your staff members to get their feedback on the management team. This will help you to identify any areas where improvements need to be made.

Lack of career development opportunities

Lack of career development opportunities is a big problem in the hotel industry. Many hotel employees feel stuck in their current roles with little chance of progressing to more senior positions. This can lead to feelings of frustration and resentment, which can impact negatively on job satisfaction and motivation.

There are a number of things that hotel employers can do to address this issue. Firstly, they need to be clear about the career progression opportunities that are available within the organisation. Employees should know what roles are available and what skills and experience they will need to progress to these roles.

Secondly, hotel employers need to provide training and development opportunities to help employees progress in their careers. This could include formal training courses, on-the-job training, or mentoring from more experienced members of staff.

Finally, hotel employers need to be open to promoting employees into more senior roles when they have the necessary skills and experience. This will show employees that there are opportunities for career progression within the organisation, and it will motivate them to continue developing their skills.

Already understaffed

If you compare your staffing levels to similar hotels in the area, you may find that you are significantly understaffed. This could be impacting your business in a number of ways.

A high staff turnover rate can have a number of negative impacts on your hotel business. It can lead to decreased morale among your employees, as well as increased costs associated with training new staff members. A high staff turnover rate can also impact the level of service that your hotel is able to provide to guests. If you are concerned about your staff turnover rate, there are a few things that you can do to try and improve the situation.

First, you should talk to your employees to find out why they are leaving. It could be that they are not happy with their work situation or that they feel like they could be doing more. If you can identify the reasons why your employees are leaving, you may be able to make some changes that will help to keep them at your hotel.

Second, you should try to make your hotel a place where employees want to work. This means creating a positive work environment and providing employees with the resources and support that they need to be successful.

Third, as we mentioned previously, you should provide employees with opportunities for growth and development. This can help to keep them at your hotel long-term as they will feel like they are able to progress in their careers.

Unrealistic targets

Unrealistic targets can lead to immense pressure on employees, which can in turn lead to them feeling like they are constantly underperforming. This can cause immense stress and can eventually lead to employees quitting their hotel jobs.

In some cases, unrealistic targets can also lead to staff feeling like they are being set up to fail, which can be demotivating and lead to a loss of confidence. If targets are consistently unrealistic, it can also lead to a feeling of powerlessness among employees, as they feel like their efforts are never good enough. Ultimately, this can lead to high levels of staff turnover, as employees become increasingly disgruntled and look for jobs elsewhere.

If your hotel is setting unrealistic targets, it is important to reassess these targets and ensure that they are achievable. Otherwise, you risk losing valuable employees.

Bad shift patterns

One of the main reasons why employees quit their jobs in the hotel industry is due to bad shift patterns. Working long hours, overnight shifts, and weekends can take a toll on an individual’s personal life and wellbeing.

Employees often feel like they are unable to maintain a healthy work-life balance when they are working irregular hours. This can lead to burnout and eventually lead to employees quitting their jobs.

If hotel management wants to retain their staff, they need to ensure that they are offering fair and reasonable shift patterns. Employees should also be given the opportunity to input into their shift patterns so that they can maintain a healthy work-life balance. This will allow them to stay motivated and committed to their roles.

Low pay

One of the main reasons why low pay can lead people to quit hotel jobs is because it can cause financial strain. This is particularly true if the cost of living in the area is high. For example, if a hotel worker in London was earning minimum wage, they would struggle to afford rent, bills and other essentials. This would eventually lead to them quitting their job in search of better-paid work.

Low pay can also cause employees to feel undervalued and unappreciated. This can lead to high levels of stress and anxiety, which can eventually lead to resignation. Furthermore, low-paid workers are more likely to experience burnout due to the long hours and demanding nature of the job. This is because they are not being paid enough to cover their basic costs, let alone have any disposable income.

In order to retain employees, it is important that hotels offer competitive salaries and benefits packages. This will help to ensure that employees feel valued and appreciated, which will in turn lead to higher levels of motivation and productivity.

Too much administration

Another reason people quit hotel jobs is because they are overwhelmed by the amount of administrative work that they have to do. This can include tasks such as filling out paperwork, inputting data into computer systems, and dealing with customer queries. While these tasks are important for the running of the hotel, they can be very time-consuming and stressful for employees. This can lead to them feeling overworked and undervalued, which can eventually lead to them resigning from their role.

Another problem that can arise from having too much admin is that it can take away from the time that employees have to actually do their job. For example, if a housekeeper spends hours filling out paperwork instead of cleaning rooms, this can lead to them feeling like their job is not fulfilling or worthwhile. This can also lead to them quitting their role in search of a position that is less administrative.

If your hotel is struggling with high levels of employee turnover, it’s time to invest in an All-in-One Property Management System (PMS). This type of system can help to automate many of the administrative tasks that are currently taking up your employees’ time, so they can get back to doing the work that they love. Not only will this help to improve morale and retention rates, but it will also lead to a more efficient and effective hotel.

There are a number of common problems that can lead to staff quitting their hotel jobs. These include bad shift patterns, low pay, lack of career development opportunities, and unrealistic targets. If your hotel is experiencing high levels of staff turnover, it is important to assess the situation and see if there are any common issues that could be causing employees to quit. By addressing these issues, you can improve staff morale and retention rates, and keep your hotel running smoothly.