High Employe Turnover at the Imperial Hotel

Running head: A CASE STUDY ON: HIGH EMPLOYEE TURNOVER AT IMPERIAL
HOTEL
A CASE STUDY ON: HIGH EMPLOYEE TURNOVER AT IMPERIAL
HOTEL
Name of the Student:
Name of the University:
Author Note:

Introduction
The Imperial Hotel is among of the earliest and famous hotels in the whole UK. It is
situated at the centre location of London’s West End. The hotel serves tourists and international
business guests who have high expectation of facilities and services from the Imperial
community. The hotel is owned and managed by Star Hotels. In UK, 24 4-star hotels are owned
by the group of Star Hotels. The whole structure of the hotel consists of 500 lavish bedrooms,
facilities of conference for more than 1,000 people, swimming pool, 4 restaurant, 12 massive
conference rooms and 3 bars. The total calculated employees are around 450 (300 full-time and
part-time), 6 HOD with respect to Guest Services & Concierge; Housekeeping; Reception and
Front Department; Training; Food and Beverage; and Human Resources.
Currently, few problems have been observed to bother the smooth continuation of the
hotel’s business. Among them, the rate of employee turnover in all department was calculated to
be very high, that is, 80% a year. The following study aims to provide deep-insights on resolving
the issue of high turnover through proper planning of a strategy on operational, managerial and
business aspects to the hotel.
Discussion
Background
Employee turnover is the rate that indicates the percentage of employees leaving an
organization with respect to the average number of current employees in the organization while
the report is being stated. In UK, hotels and leisure industry are the sectors with highest scope of
staff turnover percentage. According to a survey by CIPD (2012), the percentage was calculated
to be 41%. The high rate of staff turnover has always been a concerning issue in the hospitality

business of UK (Lockwood & Guerrier 2018). A survey once identified that about 74% of
companies in UK has faced negative impacts on their respective performance in business due to
the same problem (Lashley 2014). In the following study, a popular London based hotel,
Imperial Hotel has been identified to be suffering through the same problem of high staff
turnover. Thus, it is essential to study the whole matter and come up with an appropriate solution
to mitigate the problematic scenario.
Identification
Moreover, four reasons such as career change, low wages, outside promotion of company
and low level of career development, are considered to be the primary factors for high staff
turnover in hospitality industry (Iverson and Derry 2014). Employee dissatisfaction is also
among one of the reasons due to poor relationship with the field managers and supervising
individuals. A journal by Leslie (2015) stated that the constant recruitment hardships in the
hospitality and leisure industry in UK due to the shortage in the work market which impacts the
human resources in the future. To all the issues with respect to the high turnover, HR is
considered to be appointed the key responsibility in close monitoring the turnover levels and to
take appropriate steps for discussing the issue to the managerial department and plan for
resistance in the future (Kusluvan et al., 2016).
For treatment of the calculated problems, identification of the reason of the high turnover
is the first step to successful outcome. Imperial hotel had gathered inputs from exit interviews
from the staffs who were ready to leave and also, left. They stated the reasons to be connected to
the poor work culture experience; aggressive supervisory and management methods; inflexible
and vague working hours; lack of proper training; poor wages compared to other scopes; little
opportunities to promotion or bonuses; expensive travelling cost and difficulty to find transport