How Good is Your Management Company at Recruiting & Keeping the Best Associates?

Crestline Hotels & Resorts Excels at Employee Retention

Helping to Lower Operating Costs & Delivering High Guest Satisfaction

Recruiting and keeping quality employees has long been a crucial factor in the hospitality industry, but in today’s tight job market it has become a significant differential between success and failure. Employee turnover creates disruptions in service, inflates training costs, and lowers morale for existing employees. Crestline continually exceeds expectations by achieving remarkable results in reducing turnover among hourly associates and management. In 2024 Crestline enjoyed one of the industry’s highest employee retention averages in the nation.

Why is this important? According to a Cornell University study, losing an employee in the U.S. costs on average, $5,864 per employee, and for the hospitality industry, that cost is nearly double at $9,932 per employee. In 2024, Crestline bucked the hospitality industry trend which is a whopping 74% employee turnover rate. In fact, Crestline’s employee turnover rate in 2024 was 60.7%, almost 20% less than the national average.

Crestline’s success in employee retention is part of its systematic approach across the multiple disciplines of recruitment, training, employee engagement, and career development. Crestline’s signature program for recruitment and retention is married to the company’s corporate culture of partnering with communities, owners, investors, and our associates.

The Five Ways Crestline Excels at Employee Retention

1. Crestline prioritizes cultural alignment over speed of hiring. By conducting in-depth interviews, and including team members in the selection process, we ensure new hires resonate with the hotel’s values and specific service philosophy.
2. Onboarding and training that focus on retention. We focus on retention from day one creating a strong bond with new associates. For the first 90 days new hires are emersed in comprehensive training, involved in focus groups, and provided empowerment tools.
3. Employee engagement and a culture of belonging. Open lines of communication and signature programs like ‘Crestline Chats,’ create healthy dialog and promote transparency.
4. Recognition and career growth opportunities. Employees engage in creating a personal career path and are celebrated for their achievements with recognition and opportunities.
5. Competitive Compensation and Benefits. In addition to equitable pay, Crestline prides itself in offering a menu of benefits and work-life options tailored to each associate’s needs and personal preferences.

Crestline is committed to delivering strong RevPAR, high occupancy, and an unparalleled work force that is synonymous with excellent customer service and profitable hotels.