Hotelier - Hotel Training Forum

Being quite a while in my area of work, I still shatter whenever employees heading toward my cubicle, bringing in an envelope in their hands. Well, of course, not an envelope of gift vouchers :D, but 90% are handing in resignation letters. Reading lotsa articles on reason why people leave, I could not help thinking of what the real reasons are. They will come up with many: from new challenges, working environment, appreciation, unskilled and incompetent immediate supervisors, company culture, to remuneration or compensation issues. Sometime, tickles me to also find out the reason they stay and get surprised of the answer. Despite resignation is natural and time to time inevitable, of course, I want to keep my associates and retain them. Surprisingly, for the last three years, most of our young associates say they quit the job because they simply need a break and tired of working. While, other steady ones, those who support family are chasing after higher position. Some, are after better remuneration, better compensation. Compensation at the end of the day, for me, is not exactly easy to define. Attending series of workshop, working on formula in establishing the appropriate compensation sometimes leads on frustation. As in other side, sometime, other competitors just simply offers much higher inreasonable compensation for instant fulfilment of their vacant position. We do conducting market survey to keep up with 'market package', to maintain our assets, to retain them.

So I guess, if nowadays reasons people leave now has shifted, from higher position to simply a better compensation, we better put more effort looking into it, and carefully design it for retaining purposes.