During my 20+ years in hospitality, one of the United States’ largest employment sectors, I’ve worked with professionals who stayed with the same organizations for years, sometimes decades.  

I’ve also watched people move on from places that, from the outside, seemed to have all the right pieces in place to keep employees happy, motivated, and committed.  

What makes employees stay after they’re hired – in hospitality or any business sector? The answers aren’t always obvious but understanding them is essential for the stability and performance of any business.  

Employee engagement plays a big role in morale, productivity – and choosing to stay on board 

There’s a lot of talk about hiring in hospitality – and a lot of talk about employee turnover. There is considerably less talk about what makes people stay in their jobs.  

I am a veteran of the hospitality industry, currently as a Recruiting Partner with Goodwin Recruiting, the U.S. leader in hospitality staffing. Here’s what I know about short versus long-term employment tenure for new hires and existing employees alike, and it applies across all industries: 

• Competitive compensation and benefits matter. So do opportunities for career development and advancement. But these alone don’t always keep talented people in their roles. Company culture and work environment are just as important. 

• Today, long tenure is equally driven by less tangible things, like feeling valued, respected, challenged, and part of something people believe in. These greatly contribute to job satisfaction and loyalty. 

• Leadership and teammates are also an important part of why people stay in their jobs. For example, leaders and managers recognize individual contributions. Employees genuinely enjoy being a part of a cohesive team. And in the overall workplace, they feel respected and know their work matters to the whole.  

The importance of employee retention in the workplace 

Talent retention is essential for organizations to maintain productivity, reduce recruitment costs, and build a strong, experienced workforce.  

When people are invested in their jobs and where they work, others can feel it (including customers!). They take pride in what they do. They care about the details. And they want their teammates to succeed alongside them. 

These employees’ ambition and energy grow and spread, becoming central to what creates a strong team and long-term employees. 

A positive employee experience reduces turnover 

I interact with hundreds of job candidates every month, and I hear this in conversations with them all the time: The reasons many are considering a move are often more nuanced than the jobs they were hired to perform. In other words, it’s not about the job description.  

Resignations among talented employees are triggered by many things, from a lack of training and growth opportunities to job insecurity or dissatisfaction, stress overload, and a negative workplace culture.  

Loyalty among staff members is hard to cultivate under such circumstances, for new hires and current employees. As a result, many professionals re-enter the job market looking for a different kind of leadership. Others want to feel more connected to the work and the people around them. And many are looking for a place where they can see a future for themselves.  

Company leadership and human resources can reverse high turnover with a strong employee retention plan – one that focuses on employee satisfaction, employee morale, professional growth, and a positive organizational culture.  

The benefits of strong retention strategies 

Not surprisingly, professionals are more likely to stay when they are fulfilled by their work, included and valued by their managers and teams, and connected to something bigger than themselves.  

The feeling of belonging, a sense of purpose, and being part of something meaningful create stronger engagement and make employees feel their contributions truly matter.  

These are game changers in effective employee retention and organizational performance. 

Hire the best people and give them reasons to stay 

For employers, hiring is only the beginning. Understanding what makes someone stay is just as important as learning why someone leaves. Unfortunately, learning why during an exit interview is too late.  

The strongest teams aren’t built simply by finding talented people. They’re built when people see a place where they can do meaningful work and are eager to be a part of what comes next.  

Connect with me when you need top-tier talent to grow your business, or if would like more tips on employee retention strategies that are easy and quick to implement. My name is Marion Walker-Linsky and I welcome the opportunity to support your talent acquisition and retention success.