High turnover in hospitality can feel like a revolving door, but it also presents a unique opportunity for growth. I remember when we faced a sudden wave of resignations. Instead of just focusing on filling positions, we redesigned our onboarding process. We implemented a mentorship program where seasoned staff paired with new hires, sharing tips and real-world experiences. This not only accelerated training but fostered camaraderie, making newcomers feel valued. Engaging them early and often with hands-on training and feedback loops ensured they hit the ground running, turning challenges into stepping stones for a stronger team.

High turnover in hospitality requires a holistic approach. Financial motivation is key; reviewing salaries and bonuses can boost employee loyalty. Additionally, a healthy work environment with fair workload distribution and regular feedback mechanisms helps reduce management issues. Mentorship programs offer new hires valuable insights from experienced staff, promoting knowledge transfer. Modular training breaks complex tasks into manageable parts, while technology enables easy access to information. Combining financial incentives, management support, mentorship, structured learning, and digital tools enhances loyalty and productivity in a high-turnover industry.

Based on experience, the best way to train new employee during high turnover is by focusing on immersive real-time learning. Instead of traditional training sessions, we can integrate new hires directly into daily operations with guided, on-the-job coaching. Equip them with “quick reference” guides for common scenarios so they have instant answers without feeling overwhelmed. Encourage them to shadow multiple team members across departments to understand the guest experience from all angles. This approach not only speeds up the learning curve but also builds their confidence and adaptability. It will make them feel part of the team right from the start.

Structured Onboarding Program: Develop a comprehensive onboarding program that outlines the essential skills, policies, and expectations for new hires. Include a mix of theoretical training and practical, hands-on experience to help new employees understand their roles better. Mentorship and Buddy System: Pair new employees with experienced staff members who can serve as mentors or buddies. This not only helps newcomers learn the ropes more quickly but also fosters a sense of belonging and support within the team. Modular Training Approach: Break down training into manageable modules focusing on specific skills or areas of service. This allows new employees to progress at their own pace and ensures they master each aspect of their role.

In my career of over 30 years in hospitality, I've seen companies hire a person, regardless of the role, into a position they were cut out for, it ruined their enthusiasm for the hotel and thus the guest's expectations. Personality is the utmost trait needed in front of the house roles. Processes and computers can be learned, having a personality usually cannot. Each department should have a lead that can train and mentor new hires to have them comfortable in their new role and use their personality to excel for themselves as well as for our guests.

In a case like this, I would say that on-the-job learning has to become top priority, as 70% of effective training happens through real-world experience. It may be a good idea new employees with ‘buddies’ that can also act as mentors in their role. Another idea can be to provide immersive simulations for computer-based tasks to accelerate the new hires’ technical skills. Upskilling opportunities should be available as soon as possible to make use of, so they can explore other roles on-site, gaining a broader picture of behind the scenes. Double focus on effective training and keeping hires engagement may help to slow down the higher turnover rates.