Imperial Hotel: Analysis of High Staff Turnover and Solutions

This report examines the issue of high staff turnover at the Imperial Hotel, identifying it as a significant problem impacting business operations and performance. The analysis delves into the core reasons behind the high turnover rate, including poor pay levels, lack of promotion opportunities, high travel costs, and the departure of young, talented employees. The report links this problem to other issues such as poor guest satisfaction, ineffective leadership, and inefficient IT systems. It evaluates the usefulness of proposed solutions like attracting and retaining staff, proper compensation, implementing reward strategies, and providing training. The report also suggests alternative resolutions, such as increasing team dynamics and focusing on continuity and productivity, ultimately concluding that addressing the issue requires a focus on culture development and succession planning to improve employee retention and business outcomes.

Problem 2: High staff
turnover with 80% of the staff
leaving within
The year

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Problem No. 2 High staff turnover with 80% of the staff leaving within the year................1
What do you consider the core reasons for this specific problem at the hotel?.....................1
Briefly identify how your specific problem may be linked to any other of the 5 remaining
problems identified in the hotel case......................................................................................2
How useful do you consider the suggested actions are proposed by Peter Farnsworth to
resolve your specific problem?...............................................................................................3
Consider two alternative ways that this specific problem could be resolved which have not as
yet been considered................................................................................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
In the hotel industry, there are different issues and problems are takes place that create
impact on the functions and operations of it. In this aspect, high staff turnover is the main issue
in nowadays that negative impact on hotel and also increase other issues as well (Wu, Hoque and
Carlos, 2015). In this consideration, present report based on the Imperial hotel which is one of
the large hotel industry in all over the UK and provide different kinds of services in different
areas customers. In order to gain insight information about the report, it covers problem no 2 due
to which maximum people leaving the hotel. Furthermore, it focuses on the reasons due to which
this issue takes place. At the end, it provides solution towards it to make creative consideration at
workplace.
MAIN BODY
Problem No. 2 High staff turnover with 80% of the staff leaving within the year
Due to high staff turnover, there are several issues and problems occurs which impact on
business results and outcomes as well. Staff turnover in the hotel sector is high because of the
employment. Some people want to work for short period of time which impact negative on the
customers. This is because, it create several other issues and problems which discuss in further
report (Brown, Thomas and Bosselman, 2015).
What do you consider the core reasons for this specific problem at the hotel?
There are several reasons exist due to which at hotel problems are occurs. In this
consideration number of issue exist around the hotel. For instance, poor perception of the work
culture in the hotel creates negative impact on the business. Sometimes, aggressive supervisory
and management styles are considered in evidence (Guan, Zhou and Zhou, 2015). The
unsociable working hours penetrate to employees so that it impact negative on their
performances and business outcomes as well. Due to the proper lack training, they are living
hotel which is the reason of high turnover in the business. In this consideration, following are
certain reasons which impact negative and create major issue in the business:
 Poor pay levels compared in the working of hotel industry. It is the main reason which
creates negative impact on the people who are working in the Imperial hotel industry.
Employees said that they are facing issue of payment which they will not get on right

time (Brown, Thomas and Bosselman, 2015). As results, it creates problem and issue to
consider goals and objectives.
 Further, there are lack of promotion in the company so that every person leaving job to
get new opportunities and working in systematic manner. Every person wants to get new
opportunities through they will able to increase their payment and it impact positive on
the business (Long and Perumal, 2014).
 In the London, there is travelling cost is very high so that working pattern of the
employees in Imperial. This is because, in the market, there are difficulties to get
transport facilities which impact on the travelling to work in the central London.
 In the chosen hotel industry, young and talented people also left so that hotel is unable to
work with their competitors (Call, Nyberg and Weekley, 2015). They were pay better
wages and offer best services to all members which increase several benefits at
workplace. It develop working conditions and benefits as well.
Briefly identify how your specific problem may be linked to any other of the 5 remaining
problems identified in the hotel case
High level of turnover in the industry put direct pressure on the staffing budget with staff
which is run around 35% of sales of hotel. It is particularly high in the hotel. Need is
continuously employ for new staff members which increase training cost as well. It impact
negative on the overall quality of services to guest (Guchait, Cho and Meurs, 2015). As results, it
reduces regular customers in Imperial hotel that impact on the performances and outcomes of the
company. In respect to this, it can be relate with other problems in the following manner:
 Due to high labour turnover, poor guest satisfaction exist at workplace of the chosen
which create impact on the Imperial performances (Zopiatis, Constanti and Theocharous,
2014). This is because, when employees are continuously change, manager need to
provide training and if they are fail to serve with customers.
 Further, it also creates negative culture towards the labour turnover among the staff.
Further, level of sick leave and poor attendance exist in the business that impact negative
on the business (Wong, Wong and Wong, 2015).
 In addition to this, high labour turnover issue impact on the ineffective leadership and
management through heads of the department and supervisor staff which include poor
monitoring and control procedure.

 Moreover, high labour turnover issue create poor team working and inefficient use of the
IT system because continuously labours are changed. It includes reservation and property
management system at reception, conference and banqueting (Ennis, Gong and Okpozo,
2018).
 High labour turnover issue create problem in the house staff such as housekeeping,
kitchen and maintenance. Therefore, poor operating and control procedure at a particular
place regularly impact on staff with basic standard in operating procedure.
How useful do you consider the suggested actions are proposed by Peter Farnsworth to resolve
your specific problem?
In order to make suggestion, following elements could be used at workplace:
 Attract and retain staff to key supervisor: In order to work in the systematic manner, it
is essential to focus on the attract staff members. In this aspect, for Peter Farnsworth
suggestion is that he needs to recruit skilled and responsible employees. In this
consideration, it is important to make sure that all people work under the supervisor
(Chan and Mai, 2015). With the help of the, retain staff members activities will be
developed in systematic manner at Imperial hotel.
 Proper payment of wages and bonuses that encourage to employees: Further, in the
chosen business another suggestion could be given is that proper payment of wages and
bonuses need to implement at workplace for all employees. It helps to encourages
workers towards the creative consideration at business environment (Brown, Thomas and
Bosselman, 2015). In this aspect, Peter need to provide payment on the basis of employee
skills and abilities.
 Implement the reward strategy: Further, for encourage employees in the business,
manager need to implement reward system at workplace. In this consideration, people are
encouraged towards the different employment activities at workplace (Chan, Wan and
Kuok, 2015). As results, they are all are giving their full efforts and participation in the
enterprise. In respect to implement the creativity, it is essential to manage functions and
operations in business unit.
 Regular training and performance appraisal: With the help of the regular training and
performance appraisal, Peter can encourage their employees in business. As results,
turnover can be reduced in systematic manner (Call, Nyberg and Weekley, 2015). With

this consideration, training and development programs create promotional activities at
workplace of Imperial hotel. It assists to make proper concentration on the regular
increment of the staff performances (Guchait, Cho and Meurs, 2015). In order to provide
proper training, employees performances will be increasing that makes successful results.
 Manage the staff effectively: In respect to develop effective working system, staff
performance will be managed in systematic manner. In order to develop systematic
performances, Peter stated that hard and soft policies implemented to increase systematic
performances. With the help of the supportive activities, development will be considered
in proper and impact positively on the business environment (Wu, Hoque and Carlos,
2015).
Consider two alternative ways that this specific problem could be resolved which have not as yet
been considered.
In order to develop solution for present issue and problem, it is essential to implement the
following elements that assist to develop effective results at workplace:
 Increase team dynamics: In respect to implement the solution for high turnover
problem, manager of Imperial need to increase team dynamics. In this aspect, proper
functioning will be considered through providing activities as per the interest and
qualification. It will assist to increase systematic work performances and develop
performances objectives at workplace. In addition to this, group of several people learn
new things through work together. Hence, it encourages to new members to start their
work performances and develop their personality with work ethnic for new member. It
impact significantly on the high turnover of the employees (Zopiatis, Constanti and
Theocharous, 2014). Therefore, high turnover could be reduced towards the morale of
employees.
 Continuity and productivity: Further, overall productivity increasing is also impact
positively that assists to make systematic results and positive impact on the business
environment. With the help of the complete the tasks, group project also developed that
creates impact to quick and replace. New team members may be slow down when
employees resigns also impacted by the morale. In addition to this, continuity
development towards the service for other people (Chan, Wan and Kuok, 2015). It is
particularly difficult to reduce high turnover in Imperial hotel. With the help of providing

consistency in relationship, strong building of regular working at workplace. High quality
services and well trained staff help to increase positivity in the business environment
(Guchait, Cho and Meurs, 2015).
From the above description, it can be stated that high labour turnover in the Imperial hotel
could be resolve through concentrate on the culture development. In addition to this, routine
system also considered that make succession planning in the business. With this consideration,
consequences include operational bureaucracy in the business. Further, results are develops
through solve issues and problems in systematic manner (Guan, Zhou and Zhou, 2015). In this
aspect, manager needs to create position towards the business development in Imperial hotel.
CONCLUSION
From the above report, it can be concluded that, in the Imperial hotel, there are several issue
occurs due to high labour turnover. In this consideration, it is important to solve issues and
problems that create major other problems. Furthermore, it summarised that there is high
turnover issue occurs because of the lack of proper training and culture. It is important to solve
this issue so that manager could able to deliver creativity at workplace. In addition to this, there
is different solution implemented such as reward strategy, performance appraisal method, etc. In
respect to provide proper training and development program, manager of the chosen business
able to deliver creativity, at workplace in systematic manner. at last other solutions implemented
in proper way.

REFERENCES
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unit performance: the impact of time, quality, and replacements. Academy of
Management Journal, 58(4), pp.1208-1232.
Chan, S.H., Wan, Y.K.P. and Kuok, O.M., 2015. Relationships among burnout, job satisfaction,
and turnover of casino employees in Macau. Journal of Hospitality Marketing &
Management, 24(4), pp.345-374.
Chan, S.H.J. and Mai, X., 2015. The relation of career adaptability to satisfaction and turnover
intentions. Journal of Vocational Behavior, 89, pp.130-139.
Ennis, M.C., Gong, T. and Okpozo, A.Z., 2018. Examining the mediating roles of affective and
normative commitment in the relationship between transformational leadership practices
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employees in India. Journal of Human Resources in Hospitality & Tourism, 14(3),
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