How to Retain Employees
in Tourism & Hospitality

Frontline hospitality workers — chefs, housekeepers, tour guides and servers — often leave for slightly better wages elsewhere. To retain employees, ensure pay is competitive with similar businesses in your area. If increasing wages isn’t an option, enhance benefits with health insurance, performance-based bonuses or perks like free meals, transportation stipends or discounts at partner businesses.

Many employees enter hospitality as a short-term job but stay when they see long-term potential. Offer leadership training, cross-training opportunities and clear promotion paths. For example, a front desk agent could train as a concierge, or a line cook could work toward a sous chef position. Investing in skills development reduces turnover and strengthens your team.

Guest-facing roles can be exhausting. A simple acknowledgment of a job well done — like an “Employee of the Month” program, cash bonuses for great reviews or a shoutout during team meetings — boosts morale. Some hotels and resorts successfully use surprise incentives, like gift cards or extra paid time off, to reward outstanding service.

In fast-paced environments like restaurants and hotels, stress levels can be high. Encouraging teamwork, open communication and mutual respect makes a difference. Managers should lead by example, treating employees with the same warmth and attentiveness they expect staff to show guests. A supportive work culture helps employees feel valued and helps reduce turnover.

Unpredictable schedules and long shifts contribute to burnout in tourism and hospitality. Where possible, offer flexible scheduling, allow employees to request preferred shifts and ensure consecutive days off after peak periods. Some resorts and tour operators successfully retain employees by offering seasonal contracts with guaranteed rehire, allowing workers to plan their off-seasons confidently.

Employees want to feel heard. Regular staff meetings, anonymous surveys and one-on-one check-ins allow workers to voice concerns and suggest improvements. If several employees struggle with a scheduling policy or lack of training, addressing those issues shows you value their input and are willing to improve the workplace.

Long shifts, demanding guests and physically intensive work can take a toll. Wellness programs — like discounted gym memberships, mental health resources or on-site relaxation spaces — can help employees manage stress. Some restaurants and hotels even provide staff meals with healthy options to ensure workers are well-nourished throughout their shifts.

A great manager can be the difference between an employee staying or leaving. Train supervisors to be mentors, not just bosses. When employees feel supported rather than micromanaged, they’re more likely to stay and thrive.