Employee Turnover Analysis and Management Strategies: Imperial Hotel

This report analyzes the significant issue of high employee turnover at Imperial Hotel, where 80% of staff leave within a year. The study identifies key problems such as aggressive supervision, poor work culture, unsocial working hours, and lack of training, leading to high costs and decreased employee morale. The report examines these issues from management and operational perspectives, recommending corrective actions. It explores the application of management theories like Management by Objectives (MBO) and Maslow's Hierarchy of Needs to improve employee motivation and reduce turnover. The report suggests strategies such as creating a positive work culture, providing training, offering guidance, and improving compensation and benefits. The overall goal is to improve the hotel environment and enhance the business's functional goals. This comprehensive analysis provides insights into staff retention strategies within the hospitality industry, highlighting the importance of addressing employee needs and fostering a supportive work environment.

Introduction to Management

Table of Contents
INTRODUCTION ..........................................................................................................................1
MAIN BODY...................................................................................................................................1
Analyse the problem...................................................................................................................1
Recommendation.........................................................................................................................4
CONCLUSION ...............................................................................................................................5
REFERENCES ...............................................................................................................................7

INTRODUCTION
In the management manager's play a most crucial role within the company structure who
responsible to manage the company management skills that helps to connect different other
departments. Manager motivate team members towards accomplish the task in an efficient
manner. Besides, it helps to meet the company standards as well. So, all kinds of this activities
make management that is responsible for overall company objectives. Present study discussed
the management problem of 80% of employee turnover of Imperial hotel due to which company
facing high losses and lack of motivation level among other employees. Report discussed about
the issues that faced by employees such as aggressive supervisory, poor perception of the work
culture, unsocial working hours, lack of proper and regular training or some other reasons.
Report analyse the cause behind those issues from a management and operational perspective.
Therefore, in order to encourage employee motivation and reduce employee turnover,
company adopt some corrective action plan. So, the outcomes from this study helps to make
company environment positive and productive again. Overall, report explained the main problem
of the organisation management that lead various demotivation results into the business
functional goals. Overall, study will be showing the key elements to get over from the company
issues that might be given negative impact on the overall business management goals. It helps to
motivate new managing skills and employee motivational strategies to make again effective team
goals.
MAIN BODY
Analyse the problem
Staff turnover is the most critical issue within the management due to which company get
high loss and low brand image in the market. It has been argued by Anderson and et.al., (2018)
that high staff turnover affects the overall company cost and stability of team members. Imperial
hotel suffers from high staff turnover with 80% of the staff leaving within the year due to
aggressive supervisory effects, poor perception of the work culture within hotel with sometimes.
Along with this Hislop, Bosua and Helmsm, (2018) agrees that employee facing lack of proper
and regular training due to which employee’s morale has been decreased and affect the company
overall value. It affects the overall company culture and employee motivation level among other
members.
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The impact of this issue directly affects the company staffing budget with staff costs
which currently is running at around 30% of sales.
Employee turnover is the main concern for hospitality industry in order to attend guests
and other activities as well. In other words, for hospitality industry employees are the solo brand
ambassadors. If they not exist within the company has to stop their operations than. It affects the
overall position and sustainability growth for the company. Overall happening affect cause high
turnover and huge employee the hotel to work at competitor’s hotel who gives them better pay or
better working conditions. It can be identified that negative work culture is a broader issue
Imperial is facing such as the high staff turnover, poor guest satisfaction which can ultimately
leads to reduced profitability.
Figure 1: Staff turnover in different industries
Reasons due to which Imperial Hotel suffered from 80 % employee turnover
Reason is being tortured or lack managerial succession problems, Imperial hotel suffered
from high employee turnover. Imperial Hotel having lack of strategy to handle the work in day to
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day activities. It affects the overall work or employee working environment. Peter cannot blame
the ex-manager for the high employee turnover as he was not responsible for developing policies
related to employees. The main reason that can be identified for the employees leaving the hotel
was lack of job satisfaction due to discrimination, communication gap and poor incentives
provided by the hotel. The HR were responsible for this issue faced by imperial hotel.
Poor communication: According to Kiruja and Mukuru (2018) communication gap in
the management is the biggest cause of high staff turnover. It is very necessary for every
organisation to keep the communication way and connected with employees to make effective
level of work goals. Imperial have lack of communication between staff that only creates
ineffectiveness, low employee morale etc.
Lack of proper and regular training: On the other hand, Nanda, (2016) states that lack
of proper and regular training is another reason which affect employee motivation. Employees
hope for their own development and required training for growth. This is another reason due to
which employee left Imperial hotel and switch to another hotel
Employee motivational theory to reduce 80% staff turnover
Management by objectives
Management by objectives is the best approach or theory to gain employee morale or
motivation in working at Imperial hotel as it can be very employee useful to resolve these issues
in the short and longer term (Boddy, 2017). The main purpose of MBO is to align the personal
activities in a systematic manner. By preparing day to day activities, employee can understand in
more clear form to what to achieve in a day. Day to day task improves the motivation level of an
individual and reduce the overall burden of the company activities. It helps to motivate new
improving goals and best achievement target. For example. Company ordained employees has
always motivated to accomplish the goals in order to beat the company competitors. This overall
working situation can help to improve Imperial Hotel employee motivation and help to retain
with the company (Kiruja and Mukuru, 2018). MBO model has discovered by Peter Drucker in
1954, which is called practice of management. The main purpose of this model is to achieve or
upgrade the overall performance of employees as well as company. MBO explained 6 steps such
as given below:
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Set company goals : Imperial Hotel needs to explained set objectives or goals to
employees. So that, every task has to be cleared that helps to reduce confusion. It is important
measurements against the set objectives.
Cascades objectives down to employees : another process is to delegate the work
activities to employees in order to make department objectives in order to full fill overall
objective task (Buchanan and McCalman, 2018).
Encourage participation of employees: In order to full fill the company set objectives,
employee participation has to be needed. This activity shows the importance of employees
through employees get motivated and energetic to perform the task. In other words, Imperial
hotel has to show value of employees to encourage them. It can motivate demotivated employee
and reduce helps to reduce employee turnover.
Monitor progress: Next step is to evaluate weather objective implemented properly or
not. This step ensures the corrective activities or working environment. That helps to make the
work or environment more productive (Kuranchie-Mensah and Amponsah-Tawiah, 2016).
Evaluate and Reward performance: This is the most essential step followed by MBO
that should be followed by company as well to recognise those employees who deadly dedicated
his work for company objectives. That makes most important most positive impact on the overall
employee morale. Rewards must be in the form of motivation, bonus, gifts, coupons, recognition,
promotion etc (Schaltegger, Burritt and Petersen, 2017).
Repeat the cycle: In the last stage suggested company to repeat the cycle with some new
objectives.
Maslow's Hierarchy need Theory
Maslow's hierarchy need theory is the most effective theory to encourage employees and
their work culture. Maslow's defines the four-stage model which define the growth needs, that
helps to full fill the employee needs and satisfaction. By applying this motivational theory
Employees of Imperial hotel can see low staff reduction and having good team building approach
(Hair Jr and et.al. 2015).
Physiological needs : first or foremost need of an individual without they cannot live
their live or cannot survive those are air, food, drink, shelter, warmth and sleep. In order to adopt
that, company needs to full fill those needs of employee (Lazaroiu, 2015). This need is the most
effective and essential for the company to full fill in a more appropriate manner.
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Safety Needs: Safety is the another needs that every employee need from his workplace.
Imperial can arrange different safety precautions for its employees in order to meet safety needs.
Such needs are security, order, law and stability freedom from fear etc.
Love and Belongingness needs: After physiological and safety needs next need is to
identify social and involves in order to fulfil social involves feelings of belongingness. The need
for interpersonal relationship motivates behaviour (10 ways to improve Employee Retention,
2018). Imperial hotel should need to organise informal meeting for the employee’s motivation.
Informal relationship is most helpful for the employees to meet out the criteria and following
given results and growth.
Esteem Needs: It is very important for employees to get special attention in the
organisation. Employees need respect from their colleagues or seniors to work harder such as
status, prestige etc. This positive environment helps employees to work with that organisation as
long as they can.
Self-actualization needs: Realize personal potential, self-fulfilment, seeking personal
growth etc. This need to encourage employee for growth into more appropriate manner. This
creates desire to achieve something and growth full in career (Schaltegger, Burritt and Petersen,
2017). For example: Imperial hotel adopt staff incentive schemes in order to motivate employees
work morale or work productivity. In which includes employee of the month and price of £200
and for the each department it would be £50 and Hotel also conduct a party in every end of the
year, this motivation definitely give more satisfaction to employees and growth level.
Recommendation
Imperial Hotel should need to focus on employee engagement that creates good working
environment within the company. That helps to meet out the employee expectation, and growth.
It helps to meet out the employee goals as well as the company goals (10 ways to improve
Employee Retention, 2018). In order to bring change in the workplace culture Peter has to face
certain issues because it is not easy to fulfil the needs of the employees due to increased
competition, expenses of the individuals living in London etc.
Ways to improve employee morale and remove employee turnover growth
Peter can involve HR in order to resolve the issue related to staff turnover in the Imperial
hotel by conducting meetings and directing them to take effective recruitment, induction
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programs, trainings of the employees in order hire and retain employees. Following are the ways
in which Imperial hotel develop a strong workforce and reduce staff turnover ratio.
Create right culture: Imperial should adopt the right or positive culture in order to
reduce the employee stress. Company needs to understand the need of employees and make them
satisfied and happy with the workplace and always adopt laid back atmosphere for them.
Offer Training : Potential employees always looking for new growth and they need new
learning styles to upgrade their own personal development (Stoyanov, 2017). So, in order to that,
Imperial hotel should need to acquire E-learning and invest in their career growth.
Provide guidance: Imperial hotel has a problem of aggressive supervisory which is one
of the reasons of employee turnover. To reduce that threat company should need to adopt
measures and make environment positive. Superiors or managers should need to make good
relationship with employees in order to understand their queries and give respect to their
thoughts. Employees should always surround with good leaders who ready to support and solves
the employee issues.
Pay well : Imperial employees switch to another competitors company due to low salary
in Imperial hotel. It is one of another major issue with employees due to which employees switch
to another company (Fallatah and Syed, 2018). For that, company should need to adopt good
salary package and adopt some new employee staff scheme benefits in order to full fill employee
needs and wants.
Provide Perks : Imperial Hotel should adopt the attractive perks and advantage to make
employees more satisfied. Hard worker employees always looking for a good appreciation that
makes him professional morale stronger. For that, Imperial hotel needs to to give high perks to
high performance employee. Satisfied employee gives higher standard of work in order to
accomplish company goals and objectives.
Offer Benefits : This is the best way to make employees happy and satisfied (Zhou and
et.al., 2017). Employees get motivated when company provides small financial or non-financial
benefits that makes employee more satisfied with the growth of the company. These kinds of
company atmosphere help to retain the potential employees with the company as long.
CONCLUSION
As per the above report it has been concluded that employee satisfaction or motivation in
the most necessary and required element to keep potential employees in the company. On the
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other hand, hospitality sector is the one sector who needs to keep large employees to accomplish
the goals. Study explained the causes due to which company suffered from high turnover or why
employees switch to another company. In order to get overcome from the issue company also
need to adopt employee motivation strategies to make work more effective and challenging.
Study discussed about the cause and the solution of the problem, In order to enhance
employee retention and keep company financially stable, Organisation has to adopt some
employee retention strategies to make it more effective and regularly. Study explained the
strategies to keep employee exist and happy with the environment of the company such as
employee staff schemes, provide training programme for employees, organise formal or informal
meetings etc.
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REFERENCES
Books & Journals
Anderson, D. R. and et.al., 2018. An Introduction to Management Science: Quantitative
Approach. Cengage learning.
Boddy, D. 2017. Management: An Introduction (7th Ed). Harlow: Pearson Education.
Buchanan, D. A. and McCalman, J., 2018. High performance work systems: The digital
experience. Routledge.
Fallatah, R. H. M. and Syed, J., 2018. A Critical Review of Maslow’s Hierarchy of Needs.
In Employee Motivation in Saudi Arabia (pp. 19-59). Palgrave Macmillan, Cham.
Hair Jr, J. F. and et.al. 2015. Essentials of business research methods. Routledge.
Hislop, D., Bosua, R. and Helms, R., 2018. Knowledge management in organizations: A critical
introduction. Oxford university press.
Kiruja, E. K. and Mukuru, E., 2018. Effect of motivation on employee performance in public
middle level Technical Training Institutions in Kenya. IJAME.
Kuranchie-Mensah, E. B. and Amponsah-Tawiah, K., 2016. Employee motivation and work
performance: A comparative study of mining companies in Ghana. Journal of industrial
Engineering and Management. 9(2). pp.255-309.
Lazaroiu, G., 2015. Employee motivation and job performance. Linguistic and Philosophical
Investigations. 14. p.97.
Nanda, V., 2016. Quality management system handbook for product development companies.
CRC Press.
Schaltegger, S., Burritt, R. and Petersen, H., 2017. An introduction to corporate environmental
management: Striving for sustainability. Routledge.
Stoyanov, S., 2017. A theory of human motivation. Macat Library.
Zhou, J. and et.al., 2017. How to evaluate the job satisfaction of development personnel. IEEE
Transactions on Systems, Man, and Cybernetics: Systems. 47(11). pp.2809-2816.
Online :
10 ways to improve Employee Retention. 2018. [Online]. Available
through :<https://www.inc.com/john-rampton/10-ways-to-improve-employee-
retention.html>.
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