How to Reduce Employee Turnover with Motivation Essay

Nowadays, a word is very popular in white collars. It is luo ci in Chinese, which means multitude leaving their menstruation urinate without a crude job. With the development of hostelry and the rectifyment of the state aim of throngs life, the phenomenon of luo ci become much than and more common. As we know, the employee turnover of cordial reception intentness is quite in high spiritser than other industries. In 2004, Wildes warned that hospitality would face a signifi wadt discipline force famine of quality managers in the near prospective.Not besides is there a shrinking labor pool due to other industries attracting our potential managers (i. e. retail, banking, and healthc atomic number 18) (Ameri privy Express, 2006), still turnover continues to be a signifi toilett problem. High turnover non only causes the hotels lose their good employees and adverts the level of service declined, however also increases the monetary values and expenses of recruitment and training. So, those hotels should take almost measures to reduce employee turnover. Through or so(prenominal) information, there be quadruplet main reasons profit and welfare, ad hominem development, signified of achievement, and inter ainized relationship. Clark and Estes (2002) suggest that employee turnover may not be strictly a function of remuneration but sooner of employee motivating.From this sentence, we know employee motivation plays a very st treasuregic role in hospitality attention and it is an hard-hitting expressive style to solve the problem of brain drain. The methods of employee motivation stick out be divided into 2 parts shopping mall incentive and weird incentive. correspond to the reasons of leaving, the management should pay more attention on their employees ask and motivate them from signifi good dealt and weird. Substance incentive means motivating and supporting employee by any(prenominal) genuine, such as salary, welfare, bo nus, or penalty. It is the main humour of motivation. Besides, it is the most common motivation mode.A study from a salary survey by Hewitt Associates showed that the human resource department in the hotel separates pass at least one plan of pay to surgical process produce from 51 per cent in 1991 to 77 per cent in 2003 (Jeffrey Pfeffer, 2007). chuck out hunting out the requisite substance incentive, the phantasmal incentive is curiously of the essence(predicate), because it is a paint factor to mend employees line of achievement happiness. According to divergent necessarily do some different spiritual incentive, such as, empowerment, establish a prospective career development course of instruction for employees, break some powerful discourse and so on. In onclusion, with the improvement of living standard, more and more people set about to pay more attention on their indispensable happiness and pursuit. Taking substance incentive purely hindquartersnot mee t the demands of the employees. Therefore, substance incentive and spiritual incentive are equally important and co-occurrence each other, are indispensable. And the proper motivation not only offer withhold the better(p) employee, but also can improve the productivity. 2. The latest moorage of violence in hospitality pains The current situation of force play in hospitality industry is structural shortage and non-normal loss.And as a labor-intensive dropprise, the turnover of the hospitality industry should be no more than 15%. But a survey from China touristry Association suggests that the employee turnover in hospitality industry in more or less 5 years are 25. 64%, 23. 92%, 24. 2%, 22. 56%, 23. 41%, and the average turnover rate is as high as 23. 95%(Zheng Lu, 2009). With the widely and increasingly fierce competition, the employee turnover rate endlessly remains high and personnel training and furnish of the hotel cannot keep up with the speed of development of hosp itality industry.In China, we go haveed the conflicting hotel management for more than twenty years. And large images of hotel managers and service personnel have grown up. Except part of high-quality employees are hired by some overseas companies, there is a good deal of personnel retaining our domestic hotels. Therefore, the problem is whether those good employees can be retained or not. 3. The reasons of brain drain Through researching some information, there are four main reasons that causation people leaving their jobs. They are salary and welfare, personal development, sense of achievement, and interpersonal relationship. 3. Salary and welfare A survey (Zheng Lu, 2009) suggests that in all crook which leads to employees leaving their job voluntarily, the most important influence is relative wages. In recent years, with the rapid development of hospitality industry, the number of hotels is increasing gradually, which lead to the benefit of hotel is not as good as before. Besides, for the price rise, the employees salary that most of hotels offer just can supply for their daily living expenses. But the income level in some foreign high-grade hotels is much high than others. And, lots of employees measure their own observe by their salaries.So, after they find another job that can propose a better salary, they maybe choose job-hopping. Thereby, this phenomenon makes the speed of employee turnover up. 3. 2 Personal development People who are commit to their blend evermore have their own purpose. some(prenominal) people command to take aim high wages and treatment, while, some people pursue high positions, in roam to realize their own value. The fact states that thinking about from personal career development space and view of vision, some employees choose change their job, enter a new work purlieu, even though the salary of new job is less than before.Although their salary is less than before, they firmly believe that their abilities can ge t more development and their future is much brighter. However, on the contrary, some people give up their management positions and jump to a delimit superior hotel. Their purpose is getting much more high-quality trainings and practices and they expect to pretend more wide development space. 3. 3 Sense of achievement A lot of hotels think that the higher education, the stronger ability. Therefore, those hotels always focus on those employees who have high education, and give them higher position and more training, oft escape them to study and investigate.And those hostellers think that only they can bring benefits for the hotels, while handle the importance of primary-level organizations. Thus, sometimes, the primary-level employees think their abilities cannot be confirmed and their jobs cannot meet their sense of achievement. Finally, in order to find a leader who can accept their abilities and get sense of achievement, they choose quit their job, and change another one. 3. 4 interpersonal relationship As we know, the most things working(a) in hotel is dealing with people.Some hotels, especially some state-owned hotels always exist some complex and tensional interpersonal relationship. In state-owned hotels, the employees compete with each other the awareness of teamwork is loose and only pay attention to personal writ of execution. The employees working in the hotel, especially the front-line service employees, their great workload always make them mental and animal(prenominal) exhaustion. Sometimes, a few of customs purposely make challengingies for them, even aggravate employees personality. It makes employees find that they cannot get the proper care and attentiveness.Therefore, due to cannot stand the depressive work environment, some employees quit their job and to look for a better work environment. 4. Incentive is an effective way to solve the brain drain As we all know, the high employee turnover leave alone cause the management cost of training and recruitment increasing, and the quality of management and service decreasing. For this reason, how to steady the staff, asperse the employee turnover and then realize the steady development of hotel is a difficult problem to many hotel managers.From some researches, I find that employee motivation is an effective way to solve the brain drain. According to a survey conducted by The Ohio State University (Wilson, 2005), the top ten factors that affect employee motivation included enkindle work, good wages, full appreciation of work done, job security, good working conditions, promotions and growth in the organization, feeling of being in on things, personal loyalty to employees, tactful discipline and sympathetic abet oneself with personal problems. And in a word, it should be undertaken from two parts substance incentive and spiritual incentive. 1 To establish a substance incentive system combining honorarium and performance According to Festinger (Turner, 2006) , rewards would affect the attitude of individuals toward their work and their sympathy of why they are working. Establishing a reasonable and effective substance incentive is one of the most important factors that whether company can retain employees. set has proved that substance incentive is an important way that can take a crap employee aggressive and improve employee performance effectively in the hospitality industry.Therefore, how to the right way hold substance incentive is very important. First, the company should choose the trounce employees who performed well through the fair and reasonable employee performance evaluation, and do some financial incentive to them, for example, increasing their salary as a reward. It can make employee feel sense of achievement and realize their own value. do employees by using performance-contingent rewards is a long-established management practice. Pay-for-performance is used to promote two ends.First, it is expected that these syste ms will motivate employees to increase their effort and thereby their performance. Second, these compensation plans are often introduced to better align the efforts of employees with organizational goals and objectives the belief that performance will lead to reward (instrumentality) (Turner, 2006). However, it is worth to think about the demands of employees. According to their needs give different rewards, instead than simply showering them with undesired gifts. spend money at a problem is often thought of as a quick fix rather than a long-term solution.Therefore, some people begin to seek cheaper alternatives to replace spending money, and to achieve the homogeneous aims, such as do some spiritual incentive. 4. 2 Do some flexible spiritual incentive In addition to make some material incentive to employees, spiritual incentive is very important for employees in hospitality industry. In some situations, too much material incentive will bring some distorting effects, because high bonus will lead to the information or messages blocked with each other. It will instantaneously reflect various aspects of the normal work.In the book Concepts and Skill construction (Certo, 2004) says that,Motivating employees requires employers to study the employees monetary, physical and psychological needs, because individuals are incite by a number of items namely intrinsic and extrinsic rewards. Therefore, only use material incentive is not perfect, and spiritual incentive is necessary to a company. It can roughly be divided into the following kinds. 4. 2. 1 Empowering employees can sustain them take more responsibility. Employee empowerment is defined as a strategy and philosophy that enables employees to make decisions on their jobs.Employee empowerment can not only assistance employees serve customers at the level of the organization, but also help employees take more sense of responsibility. Empowering employee enables employee to have more right to do their job, th at is, they do their job with their own brains rather than carry out managers order mechanically. Employee empowerment means the managers trust their employees abilities of judgment and dealing with problems. This trust is an honor and appreciates to employees. And it can make employees love their jobs and do not willing to leave their jobs.And there are four most important principles to reinforce employee empowerment, accomplishment, and contribution. 1) Share Leader Vision. It can help people feel that they are part of something bigger than themselves and their personal job. Do this by do sure they know and have access to the organizations overall mission, vision, and strategy plans. 2) Share Goals and Direction. Sharing the most important goals and direction to your group can motivate people responsible for accomplishing the mission. 3) Trust Your Employees. Trust people can do the right thing, make the right decision.It can make your employees get more confidence and passion. 4) Provide Frequent Feedback. Make normal feedback so that people know what and how they are doing. Sometimes, the purpose of feedback is reward and perception (Employee Empowerment. n. d. ). 4. 2. 2 Make a future career development programme for employees Nowadays, some people leaving their job just because they cannot see the future in their work. In hospitality industry, the average age of employees is generally young, so most of them always have lots of expectations to their future career.They always want to undertake some challenging jobs, so that achieve their own goals and personal development. While, the most important point to do this is training. Due to the requirements of recruitment in hospitality industry are less than other industry, when some people come into the hotel, they still have none knowledge on the hospitality industry. So, on the one hand, the career development program can help employees have a thorough knowledge of the development of hospitality indust ry and the demands to the personnel.On the other hand, it can help employees establish their own goals, take advantages of their ability, realize their own value, improve the job cheer and sense of belong and responsibility. From the perspective of hospitality industry, an effective training can help employee improve their master copy skills and their mood in their work, so that improve customer rapture and hotels market competitive power. From the personal development, an effective program can help people understand their own positioning in their hotels, and establish a practical goal for themselves.In a word, the program is an effective way to help employer find employees interest, advantages, and some potential ability and help employees exactly know themselves and improve themselves by proper methods. In order to be successful in todays challenging economic environment hospitality organizations must demonstrate a commitment to helping their employees learn and develop new sk ills. This is essential if organizations hope to increase retention and do career growth by promoting from within Lee & Bruvold, 2008). Moreover, employee development programs often signal the degree of investment the organization is willing to make in an employee. From the employees perspective, this investment indicates how much the organization supports its employees (Wayne, Shore, & Liden, 2007), genuinely cares about the long-term professional growth of its employees, and values the employees contributions. So a good employee development program is very important to the employee turnover.A review of the recent hospitality literary productions further reveals that employee organizational commitment significantly influences employees turnover intentions (Johanson & Cho, 2007) indicating that the more committed or attached an employee is to an organization, the less likely that employee is to leave. And it states that the program has the potential to prove an employees commitme nt to the organization, so, the program could also reduce turnover in the hospitality industry. 4. 2. 3 Making some effective open intercourseOpen parley is extremely important and considered a top antecedency by the majority of employees (Honore, 2009). nigh of employees often feel their managers and supervisor insufficiency of open communication. This phenomenon causes the employees lack of care from their company and their managers cannot understand their needs, in turn, causing brain drain. Therefore, the managers and supervisors must often talk and listen to their employees. And the simplest way to make an open communication is giving employees the opportunity to ask question.And then take an answer to the questions and provide the answers in an honest and timely manner. It will help them avoid some further doubt and misunderstandings with each other. An open communication can create a relaxed and happy working environment for employees. It will reduce the working pressur e of employees. In addition, open communication makes managers and employees more understanding with each other and is a good opportunity to sharpen relationship between each other and clear the air. An effective communication should be clear, consistent, and correct.It is vital to understanding employee needs and make employee willing to work harder to get better performance. Communication should be accurate, prompt, and well organized, and managers should listen to employees carefully, help employees with the problems, and care for employees. An open communication can make employees feel respect from their managers. If employees receive their managers care and respect, they will return more care and efforts to their company. And it can reduce the rate of employee turnover effectively. 5. Conclusion Times change society change peoples minds change.More and more people begin to pay more attention t their internal happiness and pursuit, rather than just limited to their salary, posi tion, and other material factors. So companies must adjust to the requirement of the times, understand staff needs, and meet their needs from different aspects. In order to retain the employees, companies must make material incentive and spiritual incentive together. The motivational effect of material incentive and spiritual incentive is different. If companies want to motivate their employee effectively, they must take proper measures according to the proper(postnominal) situations.Employee motivation is very crucial to reduce the rate of employee turnover and retain the employees. According to the reasons of people leaving, the hotels mainly make some substance incentive to their employees. But it is not enough to meet employees needs, the spiritual incentive is also important for employee to meet their desires and decrease the high employee turnover. There are ternion main methods to make a spiritual incentive. They are empowerment, open communication, and making employee care er development program. Besides, praise and respect the employees are very important.It can make employees become more loyal to their company and maximum the satisfaction of employees. The more satisfied employees feel about their jobs, the less likely they are to leave, which further reduces organizational turnover (Costen, 2010). 6. Summary The hospitality industry is, in all sense of the word, big business. U. S. restaurant industry sales are expected to reach a record $537 billion in 2007, employing 12. 8 million individuals, adding two million new career and employment opportunities in the next decade (NRA, 2007). However, the rate of employee turnover in hospitality industry is very high.Therefore, reduce the rate and retain employees is a pressing concern. The key to keeping employees in hospitality industry is rewarding employees for what they do every day and having an employee-friendly environment where people can feel comfortable speech their concerns to the manager. The refore, both substance and spiritual incentives are necessary management methods to motivate employees in the hospitality industry. Substance incentive can provide material demand to employee, while spiritual incentive provides spiritual demand to employee.Most hotel managers always like pay more attention to pay for performance and ignore the role of spiritual incentive, which leads to a high turnover rate and high cost of human source department. However, according to the increasingly higher demands of both employee and customer, non-financial incentive to motivate employee is more and more important. In the hospitality industry, the most common methods of spiritual incentive are empowerment, making future career development program, open communication and praise and respect etc.Their functions are meeting employees satisfaction which is defined as a sense of recognition, achievement, responsibility, improvement and promotion, interesting work, and awareness for future developmen t. Through different methods can meet employees different needs, it can make employees prefer their job, rather than quit their job. Employee motivation can not only keep the best employee for hotels, but also save cost of training and recruiting. It will improve the competitive power for hotels and make their business better and better.