Repeated recruitment does not always point to a sourcing problem.
In many properties, repeated departures reveal an organisational or management issue.
This guide is for general managers and HR directors in luxury hotels. It covers the warning signs and HR actions that can help stabilise a team.
In brief:
- Frequent departures often point to an organisational problem.
- Unstable schedules and overly directive management undermine engagement.
- Assessing the management approach of senior hires can reduce future turnover.
Early signs to look for in your team
Before resignations arrive, some indicators show that a team is becoming disengaged.
Rising absence: repeated absence often points to excessive workload or tension.
Day-to-day disengagement: less attention to the details expected in luxury hospitality.
A lack of initiative: colleagues who do the bare minimum and no longer engage with the wider team.
Organisational issues
A poor working structure drives people away, regardless of their personal commitment.
Unstable schedules: last-minute changes make it difficult to balance work and personal life.
Poorly defined roles: unclear job descriptions create conflict.
Outdated tools: old equipment places unnecessary strain on the team.
Management culture
Day-to-day management has a major influence on whether people stay or leave.
A lack of recognition: the absence of constructive feedback discourages the most committed people.
An overly directive style: newer generations are looking for managers who listen and give them autonomy.
No room to progress: a lack of development opportunities speeds up departures to competitors.
How we read these signals
At Signature Hospitality, these indicators help us understand the organisation and management context of each property.
Tiphaine brings operational hospitality experience. Alexandre brings recruitment and direct search experience. Together, these perspectives inform how we understand a requirement and assess the people who may fit it.
Frequently asked questions
Where should you start when departures keep happening?
Start with schedules, role definition and day-to-day management. A vacancy that reappears every six months is rarely only a sourcing problem.
Our recruitment approach begins with this context before a search is launched.
If a key role remains open, our hospitality recruitment consultancy and executive search service can approach people who are not actively applying.