Factors Affecting Employee Turnover in Travelodge Hotel Sydney Airport

This research study aims to identify the factors causing employee turnover in Travelodge Hotel Sydney Airport and the strategies and policies implemented by the management to mitigate it. The study finds that factors such as lack of training, negative work environment, and reduced compensation contribute to employee turnover. Recommendations include increasing compensation and improving communication among managers and subordinates.

Running head: TRAVELODGE HOTEL SYDNEY AIRPORT
TRAVELODGE HOTEL SYDNEY AIRPORT
Name of the student
Name of the University
Author note

1TRAVELODGE HOTEL SYDNEY AIRPORT
Abstract
Problem statement
The research study will be focusing on the problems faced by the Travelodge Hotel Sydney
Airport in retaining employees and determines the policy mechanisms those are undertaken for
reducing the impacts of the employee turnover on Travelodge Hotel Sydney Airport. The
research study will focus on understanding the factors that lead to the growth of employee
turnover in the hospitality industry.
Research methods
The research process is conducted for the study based upon the combination of both the
secondary and the primary research activity. The secondary research is carried out based on the
study of the books, journals and the case study related to the employee turnover issues in the
hospitality industry of Australia. The primary research is based on both the interview and the
survey process encompassing both the qualitative and the quantitative research approach.
Findings
This study finds out that there various factors for which the Travelodge Hotel Sydney Airport is
facing the employee turnover issues like the lack of training, employee development, negative
work environment and existence of the reduced compensation level. In the interview process, the
supervisor declared that there is a lack of effective interactions and communication among the
manager and the subordinates. The employee in the front desk department stated that the
organization should provide the financial and non-financial incentives system for the employees.
The interview and the survey process finds out that these factors will help the employees to
maintain the work-life balance and will reduce the employee turnover rate.

2TRAVELODGE HOTEL SYDNEY AIRPORT
Conclusion
The research study concludes that the increase in the employee turnover rate not only affects the
performances of the organization but also affects the customer requirements thereby affecting the
profit margins of the organization. The increase in the employee turnover rate tends to cause an
increase in the manpower cost of the organization by recruiting and training new professionals.
Recommendation
This study recommends that the Travelodge Hotel Sydney Airport is required to ensure that the
management of the organization is increasing the compensation package and introduces the open
consultant forums for the employees. The study recommends building an effective work
environment by developing effective interactions among the managers and the subordinates.

3TRAVELODGE HOTEL SYDNEY AIRPORT
Table of Contents
Introduction......................................................................................................................................5
Overview of the company...........................................................................................................5
Problem statement.......................................................................................................................5
Research aims.............................................................................................................................5
Research question.......................................................................................................................5
Research objectives.....................................................................................................................5
Significance of the research........................................................................................................6
Literature review..............................................................................................................................6
Causes of employee turnover......................................................................................................6
Factors affecting employee turnover rates..................................................................................8
Impact of employee turnover in the hospitality industry of Australia........................................9
Policies taken for mitigating employee turnover rates..............................................................10
Methodology..................................................................................................................................12
Research paradigm....................................................................................................................12
Research design.........................................................................................................................12
Research strategy......................................................................................................................13
Sampling...................................................................................................................................14
Data collection methods............................................................................................................14

4TRAVELODGE HOTEL SYDNEY AIRPORT
Data analysis.............................................................................................................................15
Research ethics..........................................................................................................................15
Findings and Discussions..............................................................................................................16
Findings from the interview analysis........................................................................................16
Causes of employee turnover...............................................................................................16
Impact of the employee turnover on the production of Travelodge Hotel Sydney Airport. 16
Importance of effective organizational culture....................................................................16
Factors encouraging the growth in Employee turnover.......................................................17
Principle factors for the employee dissatisfaction................................................................17
Policies that encourages the growth of employee satisfaction.............................................17
Strategies to be undertaken for reducing employee turnover...............................................18
Findings from the Survey Analysis...........................................................................................18
New trend of employees quitting Travelodge Hotel Sydney Airport..................................18
Most important factor for employee turnover in Travelodge Hotel Sydney Airport...........19
Reason behind employee dissatisfaction in Travelodge Hotel Sydney Airport...................20
Factors for effective organization culture............................................................................20
Strategies for reducing the employee turnover rate..............................................................21
Conclusion and recommendation..................................................................................................21
References......................................................................................................................................23
Appendix........................................................................................................................................27

5TRAVELODGE HOTEL SYDNEY AIRPORT
Introduction
Overview of the company
The Travelodge Hotel Sydney Airport is one of the major hotels in Australia for airport
services. The organization focuses on providing the customers great services along with the
quality foods and beverages. The organization is unable to retain their employees for more than
one year.
Problem statement
The operation of the Travelodge Hotel Sydney Airport is greatly impacted by the
increasing level of the employee turnover where it is observed that the management is unable to
retain the newly recruited employees for more than 1 year. The continuous recruitment and
training of people affect the performances as well as the potential of the organization.
Research aims
The aim of this research study is to find out the factors that contribute to the increasing
rate of employee turnover in the organization. This study also aims to find out the strategies and
policies undertaken by the management of the organization for reducing the employee turnover
rate.
Research question
This research study is conducted based on the research question that is Does human
resource management practices impact on employee turnover intention in the Front office
department in Travelodge Hotel Sydney Airport?

6TRAVELODGE HOTEL SYDNEY AIRPORT
Research objectives
 To realize the concept of employee turnover
 To find out the policies that are required to be undertaken by the management Travelodge
Hotel Sydney Airport for reducing the employee turnover rate
 To determine the factors that contribute to the growth of employee turnover
The significance of the research
The importance of this research study is to determine the factors that cause employee
turnover in the organization and also determining the strategies and policies that could be
undertaken by the organization to mitigate the increasing rate of employee turnover in the
organization. This research study would also enhance sustainable growth in the performance
potential of the organization by reducing the employee turnover rate.
Literature review
Causes of employee turnover
As stated by Millán (2018), the employees are considered as the most important resources within
the organization that helps in achieving competitive advantages. Human resource management
deals with the organization's workforce of human resources. This is responsible for the
recruitment, selection, training, and assessment of employees, while in addition overseeing the
leadership, culture and the compliance with the employment and the labor laws of the country.
Thus this can be stated that human resource management is responsible to retain employees by
looking after the issues them facing within the organization.

7TRAVELODGE HOTEL SYDNEY AIRPORT
The effectiveness of the human resource management practices on the staff turnovers and the
intentions for quitting from the hotel industries are linked to the popular theories like the Adam
Smiths’ Equity Theory, the Folger and the Greenberg Organizational Justice theory. The theories
have been adopted because of the fairness and justice could have been found to be the important
factors that lead to employee satisfaction in the services industry like hotel and hospitals.
Millán (2018), also stated that the major reasons for the employee turnover intentions. The rude
behavior towards the employees and the indignities creates great effect towards the employees as
the employees generally tend to quit because of the rudeness, assigning blame, back-biting,
playing favorites and the retaliations are the reasons for aggravating towards the employee
turnover. The feelings of resentful and being mistreated will not be able to develop a good work
environment. The employees seek a healthy work environment in the organization and this also
improves their performances. Another reason for the employee turnover intention is the work-life
imbalance that increases along with the economic pressures and the continuous demands of the
organization that is one person doing the work of one or more people. This is found out in those
organizations that restructures and also resulting in the long hours and the weekend work. The
employees are forced to choose between personal and work life. Rosario-Hernández (2018),
argued that the lacking of feedbacks and coaching is considered as one of the important reasons
that lead to employee turnover retention. The effective managers are the ones who know how to
help the employees for improving the performances and would consistently provide coaching
and honest feedback to the employees. The ineffective managers are often found to put off giving
feedbacks to the employees by knowing that giving honest feedback is essential for the growth of
the successful teams. The lacking of decision-making ability also impose the employees towards
retention. The micromanagers are often found out to be insecure regarding the employee’s ability

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towards their job without any manger directing every move. The organizations require
employees to have the ownership and to be empowered as the empowered employees have the
freedom to make decisions and the suggestions. This also builds up trust bonding with the
employees and the organization. Therefore the organizational leaders are required to involve the
employees in the decision making the process that will make them more responsible towards
their performances and this strategy of involving employees in the decision-making process
helps to retain employees.
Factors affecting employee turnover rates
Employee turnover is considered as the critical factors for the organizations which are
concerned with one or more employees that leave the organization as the result of the
resignation, termination, and discharge. Employee retention is a major challenge for HR
professionals. When the employee turnover ratio is less, the HR professionals are required to
arrange for the replacements those are required so that the business does not get affected.
Mngomezulu (2015), stated that there are major factors affecting employee turnover rates.
Paying less than the industry standards is considered as one of the effective factors for retaining
more employees. The employees are able to evaluate the current basic standards in the industry
along with the help of popular websites. Also the statistics of the individual companies, the
employee’s salary and their reviews, are wide and clear for the employees to analyze where the
employees are standing as per the trends. Therefore when the employees realize that they are
being underpaid then they seek for better opportunities thereby affecting the turnover ratio of the
organization. Challenor (2015), also stated that cutting pays is considered as the factor that
affects employee retention. This is often found out that the business is not thinking about the
handsome revenues that would turn towards the pay cut of employee. This mostly discourages

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the employees and would result in the attrition. There are various reasons for which the
organizations adopt the pay cuts for avoiding the backlashes, which becomes important for
preparing the HR policies that give employees access to the employee handbooks. This helps the
business to declare all the clauses beforehand for providing the ethical practices that on either
side of the business that leads to the controlling of attrition and the turnover ratios. As stated by
Challenor (2015), impractical and feasible expectations are considered as another major factor
that leads to employee retention. The expectation of productivity is justified from the workforce
and for this, the managers also have rights to push the employees to a certain limit. This is
acceptable only when the business process in the appropriate manner and the objectives that have
been clarified in advances. The strategy of getting the best of the employees is the different way
of setting up the impractical expectations for them, this results in employee disappointments, and
the managers of the company, on the whole, will be contributing towards the poor employee turn
around ratio. Mashau (2015) argued that the lack of recognition and growth opportunities leads
to employee retention that is money is not considered as the only factor which leads to the
employee's satisfaction. The recognitions, appreciation, promotions and better career prospects
could be considered as the factors that lead to the growth of the long term relationships with the
companies as well as the employees. This is found out in the study that when the employees are
not appreciated for their works and the achievements that often breeds the sense of the
discouragement. Also if the employees are not provided with enough opportunities for growth in
the profiles, which tends to feel insecure as the scopes are becoming limited.
Impact of employee turnover in the hospitality industry of Australia
Owusu-Acheampong (2016), stated that the organizational performance of the hospitality
industry in Australia is getting negatively affected due to employee turnover. Even though

10TRAVELODGE HOTEL SYDNEY AIRPORT
Williams (2016), argued that longer the staff stays, they would get to know the customers and the
organization is greatly affected when the longer staffs leave the organization. This was also
stated in this study that the issue of the employee turnover potentially impacts on the
performance and the production rates for the manpower and also for the business organization as
a whole. Williams (2016), stated that the growing employee turnover rates in the hospitality
industry that tends to increase the level of the manpower and also increases the organizational
cost for the firms that involved in the hospitality industry. Owusu-Acheampong (2016), argued
that the growth in the level of the employee turnover rates in the hospitality sectors requires the
hotel firms management to invest the considerable amount of investment and the times regarding
the recruitment of the right type of the personnel for fitting in the differentiated roles and which
generates the quality training programs for increasing the skills and the knowledge base of the
recruited staffs.
As argued by Williams (2016), employee turnover intention also affects the productivity level of
the hospitality industries in Australia. The moral of the hospitality industries are getting affected
due to the less productive staffs. The less productive staffs are the result of the recent recruitment
as the hospitality industries are unable to retain their employees. The less productive staffs in the
organization lead to the loss of the performance potentials.
Policies took for mitigating employee turnover rates
Özlen (2015), stated that the policies that could be undertaken by the management of the
hotel firms that is recognized as the internal talents in the firms that contribute to generating
customer requirements. This leads to the reward system for the employee performances and the
decision making expertise. This is stated in the study that the hotel management is required to
focus on the generations of two weeks and the monthly meets where the performances of the

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staffs are associated with the different departments like the housekeeping, foods, beverages and
the customer servicing that are required to evaluate for the selection and rewarding employees
for the potential performances. Özlen (2015), stated that there are various types of policies that
could be undertaken by the hospitality industries that reduce the attrition levels. The policies that
are associated with the generation of the training and the employment programs that contribute to
making the hotel personnel felt cared for by the management body. The training and
development programs are mostly carried out at the specific intervals where the new operational
procedure and the technologies could be used along with the hospitality industry. Özlen (2015),
argued that the informed and the interactive environment would be helped for motivating the
staffs for working in a productive fashion for meeting the objectives of the hospitality industry.
The management should focus on the consultation activities that are required to be carried out by
focusing on the problems and the issues faced by the staffs. Thereby also focusing on the
brainstorming of the potential solutions, this id found out that there is close collaboration along
with the stakeholders.
The literature gaps that have been identified in the study is that in the first article the
study elaborates the causes of the employee turnover intention in the organization. The study
elaborated about the causes of employee retention but has not provided strategies for reducing
the rate of employee turnover. Therefore this study will describe the effective strategies for
reducing the employee turnover rates along with the causes of the employee turnover. The
second article describes the factors that affect the employee turnover retention but this study will
also elaborate on the employee retention should be followed by the organization by providing a
reward system, extra paying facilities, and others. The third article describes the effect of the
employee turnover intentions in the hospitality industries but lacks the evidence that shows the

12TRAVELODGE HOTEL SYDNEY AIRPORT
effects of the employee turnover on the hospitality industries. This study will provide the effects
of the employee turnover along with the authentic examples and data, which shows that the
information is authentic enough. The fourth article describes the policies those are concerned
with the employee turnover in the industries of Australia but this study will show the application
of the policies and how it is effective to manage the employee turnover rate in the hospitality
industries of Australia.
Methodology
Research paradigm
This research study will be based upon two research paradigms that are Interpretivism
and Positivism. The application of the interpretivism research helps to gain the ground in the
current research process and also supports the establishment of the unstructured questions for
taking interviews. This helps in the development of the in-depth and the narrative responses that
are gained on interviewing the respondents. The application of the Positivism research process is
applied for the researcher to focus on the use of strategic and the diagrammatic tools for the
research activity. The strategic and diagrammatic tools help in developing the rationalistic
research process for addressing the research objective.
Research design
This study will be based on the application of the design elements like the Inductive
research for the research process and which is required by the interpretivism research paradigm.
The application of the inductive research I based upon the influences the study by the secondary
resources that are associated with the research issue for the new idea, concept and the research
directions (Mackey & Gass, 2015). Therefore the researcher is required to focus on the specific

13TRAVELODGE HOTEL SYDNEY AIRPORT
literature that is associated with the problem of employee turnover and its impact on the front
office department of the Travelodge Hotel Sydney Airport. Also, the application of the positivist
research paradigm is based on the requirement of using the Deductive approach as the design
element (Håkansson, 2013). The application of the deductive approach helps the researcher to
concentrate on the formulation of the research hypothetical and the establishment of the
structured questions for the survey process. This survey process helped in the development of the
research hypothesis by addressing the research objectives (McDaniel & Gates, 2013).
Research strategy
The research strategy will be based upon the secondary, primary and the case study based
research activity. The secondary research activity will be followed by the study of the various
literature like the books, papers, online and journal articles, which are related to the hospitality
industry and the labor problems by the formulation of the literature review. The literature review
contributes to gaining access to authentic information which provides the background for the
research activities leading to primary research (Meyerhoff, Schleef & MacKenzie, 2015). The
application of the secondary research activity helps the researcher to save both the time and cost
for gaining salient information that is related to the research topic. The primary research-based
activity is conducted through the survey and interview process. The interview process is followed
by the development of the unstructured questions for the supervisor and the employee of the
front office department of Travelodge Hotel Sydney Airport (Flick, 2015). The interview process
will help in gaining in-depth information regarding the impact of the employee turnover on the
hotel and the policy undertaken for maintaining the employee turnover rates. The survey activity
will be based upon the structured questions and will involve 100 respondents of different
departments. The survey process help in the development of the interferences in the percentage

14TRAVELODGE HOTEL SYDNEY AIRPORT
form of responses for different parameters of each question. The qualitative and the quantitative
analysis gained from the interview and survey-based activities reflect on the qualitative and the
quantitative research activities (Cridland et al., 2015). The combination of both the qualitative
and the quantitative research activities in the research task signifies the undertaking of the
research activity.
Sampling
There are two different methods of the sampling process that are required to be involved
for the accomplishment of both the survey and the interview process. Based on the Purposive
sampling method the respondent of the interview process will be selected (Kumar, 2019). The
purposive sampling method will be followed where the respondent, food supervisor and the
beverage department of Australia will be selected for gaining the in-depth information regarding
the research issue (Cleary, Horsfall & Hayter, 2014). Based on the Stratified Random sampling
process the sampling selection process for the survey research process will be continued
(Palinkas et al., 2015). The application of this sampling process contributes to the selecting
respondents from different departments like the customer service, front office, food and beverage
staffs, and housekeeping staffs. The survey process will involve 100 respondents, which would
be chosen from different department of the population (Cleary, Horsfall & Hayter, 2014).
Data collection methods
The data collection methods related to the undertaking of the interview process is based
upon the development of the unstructured questions for interviewing the supervisors of the food
and the beverage department and the employee of front office department of Travelodge Hotel
Sydney Airport (Smith, 2015). The gadgets like the microphone and the recording medium
would be used for recording the responses (Cleary, Horsfall & Hayter, 2014). On contrary to the

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survey activity, the data collection process will be based upon the framing of the structured
questionnaire sets that will be used for the surveying of the survey respondents.
Data analysis
The qualitative data is gained from conducting the interview that will be determined
based upon the application of the Phenomenology process (Quinlan et al., 2019). Therefore the
application of the phenomenology gains the justifications that are based upon the number of the
respondents chosen is the supervisor and the employee of the hotel (McDaniel & Gates, 2013).
The interference will be drawn from the set of the experiences shared by the individual to the
interviewer (Taylor, Bogdan & DeVault, 2015). Whereas the interferences gained from the
survey research process will be subjected to the quantitative analysis method (Robinson, 2014).
The application of the quantitative analysis draws light on the manner of the tabulation in the
percentage forms, which are associated with the Likert scale parameter for the different
questions. The tabulated responses will be in the form of the bar, pie or line charts (Lewis, 2015).
Research ethics
This study will ensure that respondents participating in the interview and the survey
process are participating as per their own will by filling the research ethics forms and also
presenting same in front of the concerned authorities and the interviewees (Walliman, 2017).
This form is reflected as the written consent that highlights the case that under no circumstances
the information shared by the respondents will be leaked and their identity will be revealed
(Abdalla, 2017). These consent forms help the interviewer to develop the trust level with the
respondents as the transparency among the respondents and the interviewer will ensure the
quality and the productivity of the research being carried out (Miles, Huberman & Saldana,
2013).

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Findings and Discussions
Findings from the interview analysis
The analysis and the discussion of the transcripts are based upon the interview of the
supervisor and employee of the front office department of Travelodge Hotel Sydney Airport
reflected the following interferences:
Causes of employee turnover
The supervisor of Travelodge Hotel Sydney Airport reflected on the various factors like
the level of work stress, misleading the team members and the negative work environment
affects the work-life balance of the employees and they are more prone to leave the organization
for such reasons (Dobre, 2013). The employee of front office department of Travelodge Hotel
Sydney Airport describes the lower level of compensation, cut off pay and the lack of
motivations makes the employees more prone towards other opportunities (Asim, 2013).
Impact of the employee turnover on the production of Travelodge Hotel Sydney Airport
The supervisor on the interview process stated that the management of the organization is
required to invest the considerable amount for the recruitment, selection and training the
personnel due to the growth of the employee turnover rate in the organization. The increase in
the investment rate above heads, this affects the profit margins of the farms (Neuman, 2013).
Importance of effective organizational culture
The supervisor stressed on the development of the effective organizational culture in the
interview process. He stated that the development of effective organizational factors is important
for motivating the employees to increase the quality performance by working in the stressful
working environment of the hotel (Uzonna, 2013). The employee of the front office depart in

17TRAVELODGE HOTEL SYDNEY AIRPORT
such case stated that the establishment of the strong relationships among the manager and the
subordinates will help in brainstorming the effective solutions for dealing with the contingent
situations. Also stated that the manager is required to consult and interact with the employees for
understanding the problems faced by them like the effective solutions could be developed in the
likewise fashion.
Factors encouraging the growth in Employee turnover
The supervisors highlighted the impact of various factors like the effective work-life balance, the
workplace stress and reduction in the compensation package will account for the growth of the
employee turnover rates. The supervisor stated that these factors are required to be handling in
the perfect manner for developing an effective organizational culture.
Principle factors for the employee dissatisfaction
In the interview process, the supervisor reflected upon the failure in the management of the
organization in case of interaction and communication with the employees for understanding the
issues they are facing. The employee stated that the reduction in the compensation package make
the employee more distracted and increases the level of employee dissatisfaction in Travelodge
Hotel Sydney Airport (Hofmans, De Gieter & Pepermans, 2013).
Policies that encourage the growth of employee satisfaction
The supervisor stated in the interview process that is the management is able to focus on the right
consultation process with the employees and would help them to create the quality work-life
balance then only the organization could enhance the satisfaction level of the employees (Malik
et al., 2015). The employee stated in the interview that the incorporation of both the financial and
the non-financial incentives would enhance the satisfaction level of employees (Anitha, 2014).

18TRAVELODGE HOTEL SYDNEY AIRPORT
Strategies to be undertaken for reducing employee turnover
The supervisor stated that the HR manager is required to focus on the revision of the existing
compensation package and on the formulation of both the financial and the non-financial
incentives for reducing the rate of employee turnover. The employee of the front office
department stated that the empowerment of the employee for taking part in the decision-making
process will help to develop the trust level among the employee thereby reducing the employee
turnover rate in the organization.
Findings from the Survey Analysis
The findings from the survey analysis are based upon the incorporation of the following charts
and diagrams
The new trend of employees quitting Travelodge Hotel Sydney Airport
Figure 1
Fully incorrect Incorrect Indifferent Correct Fully correct
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5

19TRAVELODGE HOTEL SYDNEY AIRPORT
A most important factor for employee turnover in Travelodge Hotel Sydney Airport
Figure 2
20%
25%
15%
25%
15%
Most prominent factor influencing employee
exits from
Lack of motivation in the workplace
Below average compensation
Increased amount of workplace
stress
Unsafe working conditions
Lack of needed work-life balance

20TRAVELODGE HOTEL SYDNEY AIRPORT
The reason behind employee dissatisfaction in Travelodge Hotel Sydney Airport
Figure 3
Negetive work
environment Low compensation
package Lack of support
from the corned
authorities Discrimination
among employees
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
Factors for effective organization culture
Figure 4

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Impact of bureaucacy Growth of nepotism discriminatory
practices Growth of
favouritism existence
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
Strategies for reducing the employee turnover rate
Figure 5
Providing
reasonable
compensation
Encouraging the
work place safety Recruitment of right
employee Introduction of
retention method
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%

22TRAVELODGE HOTEL SYDNEY AIRPORT
Conclusion and recommendation
Therefore from the above discussion, it can be concluded that this research study finds
out the factors that are associated with the increasing rate of employee turnover in the hospitality
industry like Travelodge Hotel Sydney Airport in Australia. This study also finds out the
strategies and the policies that could be undertaken by the organization for reducing the rate of
employee turnover in the organization.
This study recommends that Travelodge Hotel Sydney Airport is required to improve the
management for introducing the effective interaction and communication methods, decreasing
the workloads, maintain positive work environment, and the mitigation of the discriminatory
policies among the employees. This study also recommends involving the employees in the
decision-making process by empowering the employees and growing the trust level among them.
Another recommendation is that the organization should introduce the financial and the non-
financial incentives for the employees and by increasing the compensation package for the
employees. These recommendations will help the organization to mitigate the employee turnover
rates.

23TRAVELODGE HOTEL SYDNEY AIRPORT
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Appendix
Personal information
Name of the respondent’
Age
Gender
Qualification
Department
Interview questions
1. In your opinion, what do you think, what is the reason for the employee turnover in front
office department?
The employee is facing a problem with communication techniques practiced in the organization.
They are also getting low compensation packages and moreover, they are not satisfied with the
working environment.
2. Do you agree that human resource management practices are impacting on employee
turnover intention? If not what are the other factors that are affecting?
The human resource management is unable to maintain effective communication with the
employees and is lacking in maintaining the positive work environment.
The less compensation package, negative work environment, high workloads and
discrimination among employees are leading to employee turnover.

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3. What are the challenges or negative impact of high staff turnover?
The challenges are the high work pressure, less communication and less participation in the
decision-making process, the employees are prone to leave the organization.
4. As a manager, how are you able to maintain quality service in the front office
department, when the employee has left and you and your team are still looking for a
replacement?
The manager is required to maintain the interactive session in the right manner while recruiting
and when the team is looking for a replacement the manager should recruit by understanding the
skills of the new professionals.
5. How is the management team of the hotel taking this problem of high staff turnover in the
front office?
In the front office department, the employees are facing a problem with the high pressure and
lack of effective communication among the manager and the subordinates.
6. Finally, what steps have been taken or is been planned to be taken for building employee
commitment and minimizing the rate of turnover?
For building employee commitment the employees are motivated by allowing them to participate
in the decision making the process that empowers the employees and providing the right
compensation package and thereby building a positive work environment.
Survey questions
Are most of the employees are leaving the organization by completing a span of 1 year.

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 Agree
 Strongly agree
 Neutral
 Disagree
 Strongly disagree
Do you feel dissatisfied while working in the organization?
 Agree
 Strongly agree
 Neutral
 Disagree
 Strongly disagree
Are effective strategies taken for retaining employees in the organization?
 Agree
 Strongly agree
 Neutral
 Disagree
 Strongly disagree
Are you satisfied with the compensation package?
 Agree
 Strongly agree
 Neutral
 Disagree

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 Strongly disagree
Is the organization able to maintain an effective organizational culture?
 Agree
 Strongly agree
 Neutral
 Disagree
 Strongly disagree
Do you feel any discrimination among your colleagues?
 Agree
 Strongly agree
 Neutral
 Disagree
 Strongly disagree