Five Takeaways from Rising Leaders on Turnover

Published on April 2, 2026

Jillian Zemba, Cater and Service Manager at Desert Hospitality Management, Rising Sales Leader Council

I have been in hospitality for ten years, working everything from front desk and housekeeping to sales. While my roles have changes, one constant has been staff turnover. It is visible in every department, yet it often feels like a topic people don’t want to discuss openly. That is why I wanted to bring it forward. My goal was to have an honest conversation about why turnover continues to be such a challenge and what practical steps we can take as leaders to make it better.

  1. The Demands of a 24/7 Industry

Hotels never close, and managers are often pulled in at all hours. That pace takes a toll and makes retention difficult without strong systems to support balance and recovery.

  1. Training for All, Not Just New Hires

Turnover isn’t only about onboarding. Seasoned employees need development too, and when they are overlooked, it sends a message that their growth is no longer a priority. Ongoing training helps everyone feel valued and keeps skills sharp.

  1. Recognition That Connects to Results

Small acts of recognition matter. Sharing client feedback, thanking housekeeping after a major booking, or explaining how a comp leads to new business connects daily work to outcomes. When people see their impact, pride grows and turnover falls.

  1. Incentives That Balance Collaboration and Accountability

Compensation structures shape culture. Individual goals can push results, while team incentives foster cooperation. A blend of both, along with creative bonuses tied to hiring or retention, helps balance performance with teamwork.

  1. Clear Paths for Growth

Employees stay when they see a future for themselves. Succession planning, cross-training, and opportunities to stretch into new roles all show that advancement is possible without leaving the company.

For me, the strongest lesson is that turnover will not solve itself. Leadership plays the central role. When we provide support in a demanding industry, offer consistent training, recognize contributions, structure fair incentives, and make career growth visible, we give people reasons to stay.

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Questions to Take Back to Your Team

  • Is poor training the main driver of turnover at our hotel?
  • What other factors on our property contribute to turnover?
  • Would succession planning, bonus structures, business transparency, and steady training help us keep people?
Categories: Sales
Insight Type: Articles