On paper, hotel management often looks at labor as a cost center, I’m not saying they shouldn’t look at this way; only that there is a bigger concern nowadays than pay scale – lack of replacement labor altogether.

In many territories, the prospect of a career in hospitality has taken a beating over the past decade for a variety of reasons not limited solely to pandemic strife.

People aren’t lining up to clean guestrooms like they once were. So, while we look to limit total labor spend, it’s thus also important to optimize this value with respect to the true, and often hidden cost, of employee turnover.

As the saying goes, it’s hard to incentivize employees to stick around when there are no incentives. Given this delicate balance, hotel executives and human resources officers are on the hunt for non-wage programs that can work as both associate and manager inducements. That’s why we place so much emphasis on great company culture. That’s why we fund healthy staff meals; after all, a family that eats together stays together.

And that’s why you should take another look at ride-hailing services like Bolt Business that are designed specifically for hospitality corporate accounts and how employee mobility programs can act as a strong non-wage incentive.

Key Advantages of Employee Rail-Hailing Incentives

With our 24/7 operations and irregular shifts are the norm, the dawn of flexible, always-available transportation is no longer a luxury. Corporate mobility platforms like Bolt Business can therein offer smarter, more cost-effective alternatives to traditional transport methods, namely through preferred rates and ease of management to reduce admin time spend in accounting and reporting.

Next, real-time visibility into ride usage and spending can empower a hotel’s managers to adapt quickly to fluctuating staffing needs, ensuring, for instance, that operations run smoothly and punctually even when public transport options are taken offline. As a second example, you can group passengers by department or neighborhoods for further efficiencies, or even refine the commuting policies based on usage data.

Still, to emphasize the beginning point, labor shortages will be a pressing matter for the rest of the decade ahead, so hotels need every advantage at their disposal to motivate new hires to last longer than six months (and not ghost you!) as well as give associates with seniority one new perk that will make them happier, know that that happiness will halo positively back onto the guest experience.

Safety First Too

And all this is without explicitly stating the safety factor of leaving or arriving during the wee hours of the night. The support that a ride-hailing service would provide is therefore especially appreciated during early morning, late-night or holiday shifts when public transport may be sparse. Just imagine the surprise and the joy that banqueting team members would feel if after finishing breaking down an office Christmas party around 2am they were all given a complimentary ride home.

Altogether, what corporate programs like Bolt Business offer is a strong benefit that lowers barriers to punctuality, relieves stress and strengthens loyalty, thereby helping hotels stand out as thoughtful employers in a highly competitive talent market where financial officers have to get creative about how they control wages.

Questions and Answers From This Article

Why are non-wage incentives important in the hospitality industry today?

In a labor market where staffing shortages are common and wage increases aren’t always feasible, non-wage incentives help attract and retain talent. Programs like free staff meals, supportive company culture, or ride-hailing benefits can boost morale and reduce turnover. These perks show employees they’re valued, which in turn enhances guest satisfaction through better service.

How can ride-hailing services support hotel staff and operations?

Ride-hailing platforms like Bolt Business offer flexible, safe, and efficient transportation for hotel employees working odd hours. They help reduce lateness, improve safety during night shifts, and minimize stress, especially when public transport is limited. Additionally, they provide real-time usage data that hotel managers can use to optimize scheduling and commuting policies.

What are the hidden costs of employee turnover in hotels?

Beyond recruiting and training expenses, high turnover in hotels disrupts operations, reduces service consistency, and weakens team culture. Keeping staff for longer through thoughtful incentives—such as transportation perks or recognition programs—lowers these hidden costs. Long-tenured employees tend to be more engaged and deliver better guest experiences.

Larry Mogelonsky, MBA, P. Eng. - Hotel Strategist, Industry Pundit, Veteran Marketer, and Public Speaker. Adam Mogelonsky, is the chief technologist of the company, Adam has a broad understanding of the complexities of the hotel tech stack as well as the vendors who are paving the way for increased labor efficiencies and new revenue growth opportunities.

Leveraging over 40 years working in hospitality, Hotel Mogel Consulting helps both hotel owners maximize property performance and technology vendors navigate the industry's entry barriers to realize financial success. Visit our contact page to start the conversation.

www.hotelmogel.com