People analytics for hotel chains and hospitality groups
Beetrics is a people analytics platform that helps HR and Operations leaders at hotel chains cut seasonal turnover, anticipate the exit of key figures like head housekeepers and head chefs, and compare the real climate across all their hotels. Each employee answers a short survey and, in about 30 days, we deliver the network map of each hotel and an individualized retention plan, the same for five properties as for fifty.
2025 was a record year for Spanish tourism (average RevPAR of 129.9€, up 6.3% according to Exceltur), but the people picture is the opposite. Hospitality is the sector with the highest turnover in the entire Spanish economy, around 63.8% a year according to hospitality recruitment firm Linkers, and last summer more than 100,000 vacancies in the sector went unfilled. Margins, even as they grow, do not allow across-the-board pay raises: retention has to be won on a different plane. We break it down in the real cost of voluntary turnover.
Four fronts where a hotel loses its people
1. Seasonal turnover and permanent-seasonal contracts
Every start of season is a race of replacements, and bringing each new hire up to speed is expensive: housekeeping, F&B and front-desk teams need weeks to find their rhythm. With permanent-seasonal (fijos discontinuos) staff who come and go every campaign, the working network is rebuilt almost from scratch over and over. Without knowing which specific people are at risk of not coming back, retention measures are generic and costly.
2. Dependence on key figures
The head housekeeper with fifteen years in the house, the head chef who holds the brigade together, the F&B manager who knows every supplier. Their departure sets off cascade effects. The org chart does not flag them as critical, but the organization's network does.
3. A scattered, multilingual workforce
Measuring climate across fifteen or twenty hotels with distinct local cultures is not solved by a single annual survey: it homogenizes and does not let you intervene where it hurts. On top of that, the housekeeping team in a single hotel can span eight nationalities. Beetrics distinguishes each property, compares them against one another with a consistent criterion and runs the survey in the real languages of each workforce.
4. The critical knowledge that is not written down
Who manages the relationship with the strategic tour operator, who knows the laundry tricks in peak season, who trains the new kitchen hires. Beetrics identifies who concentrates that critical knowledge before the exit becomes inevitable and lets you design transfer plans.
From the survey to the next season
From the short survey, we deliver five results built for a hotel chain:
- Side-by-side climate view across hotels. Same questionnaire, single dashboard that lets you see which hotels stand out, which are at risk and where the best practices to replicate live.
- Identification of informal leaders and key figures per hotel. Who holds together the kitchen, housekeeping, front-desk and maintenance teams.
- Impact simulation of critical exits. What happens if the head housekeeper leaves before the season, expressed in estimated operational hours lost.
- eNPS with sector benchmark. We compare your numbers against benchmarks of hotel chains similar in size and region.
- Individual retention plan for key profiles, based on the real motivators of each person in their local context.
Rolling out across a multi-site operation
The typical decision in mid-sized chains takes 2-6 months with COO and ownership sign-off. We support you on the following:
- Multi-site scalability: licensing and configuration designed for 5-50 hotels. Phased deployment if you prefer.
- Comparability across properties: consistent criteria that enable internal benchmarking between hotels in the same group.
- Data defensible to ownership and franchisees: aggregated analysis, employee consent, alignment with the Spanish Data Protection Agency (AEPD).
Seasonal turnover is not the sector's destiny. It is what happens when leadership does not see the real network that holds each hotel together.
Comparing tools for your chain? See how Beetrics differs from the best-known ones in Beetrics vs Culture Amp and Beetrics vs Peakon.
Frequently asked questions
How does Beetrics help a chain run 10 or 30 hotels at once?
Beetrics measures each hotel separately and returns the information side by side in a single dashboard: climate, eNPS, turnover and a map of key figures per property. It lets you see which hotel is at risk before the season starts and where to replicate the practices that are working.
How do you measure the risk of losing a head housekeeper or a head chef?
We map the real dependencies of every key figure inside the hotel: who they train, who they solve incidents with and which processes are left uncovered if they leave. Losing a veteran head housekeeper costs weeks of express onboarding in peak season, and we surface that impact before it happens.
Does it work with multilingual staff and permanent-seasonal contracts?
Yes. The survey is available in several languages and works with seasonal teams and permanent-seasonal (fijos discontinuos) workers. The analysis distinguishes between the stable low-season network and the expanded high-season network.
Why can't we fill the vacancies each season?
Because it is no longer only a pay problem. Last summer more than 100,000 vacancies went unfilled in Spanish hospitality, and the skilled profiles (head housekeepers, station chefs, front desk with languages) are the hardest to replace. When replacing someone costs this much, retaining the people who come back each season and carry the knowledge of the house stops being a soft topic: it is what holds the operation together in peak season. Beetrics tells you who concentrates that critical knowledge and who is at risk of not returning, so you can act before the campaign.
Is it compatible with certifications like Great Place to Work?
Beetrics does not replace GPTW or Top Employers; it gives you different information. While certifications measure perception and processes, Beetrics maps the real relationships and detects individual risks. Many chains use both for complementary purposes.
How long does it take from kickoff to the first insights?
A short survey (5 minutes per employee), 1-2 weeks of collection and delivery of the network map plus an individualized action plan in roughly 30 days. Enough to prepare the next season with retention decisions already made.
How do you handle an ownership group or chain that has franchisees?
Beetrics is contracted from headquarters and applied hotel by hotel. Each franchisee keeps visibility of its own property; headquarters receives the aggregated, compared view. The permissions setup adapts to your structure.
Is this surveillance of the staff? What do we tell the works council?
We do not monitor: we ask. Beetrics does not track clock-ins, cameras or activity. Everything starts from a short, voluntary survey. Results are delivered aggregated and aligned with the AEPD, and we provide a communication template for the works council or employee representatives.
Scientific and institutional backing
Scientific direction: PhD from the Universitat de València
Want to cut seasonal turnover and protect your key figures?
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