Hotel housekeeping has long been the backbone of guest satisfaction—quietly ensuring that every room is spotless, every linen crisp, and every public space pristine. However, in recent years, the hospitality industry has faced an escalating challenge: a critical shortage of housekeeping staff. From post-pandemic workforce shifts to changing job market expectations and high turnover rates, the struggle to recruit and retain reliable housekeeping talent has become a top concern for hotel operators globally and across the Middle East.

This shortage isn’t just about filling vacancies—it’s about maintaining service quality, guest satisfaction scores, operational efficiency, and team morale under increasing pressure. In this feature, we explore the strategies that hotel leaders are deploying to manage labour shortages in housekeeping—from workforce planning, cross-training, and automation, to improving working conditions, offering better incentives, and redefining the value of housekeeping as a skilled, essential service.

As labour dynamics evolve, proactive management and innovative thinking are now more important than ever to ensure that housekeeping teams stay strong, motivated, and future-ready. We spoke to industry experts John Manohar, Cluster Director of Housekeeping, J5 Hotels, Kunutkhan Pathan, Executive Housekeeper, Centro Salama Jeddah, Trishna Hundal, Executive Housekeeper, IHG Hotels and Resorts and Mahmoud Durgham, Director of Housekeeping, Swissôtel Al Maqam Makkah to understand their insights about labour shortages.

John Manohar, Cluster Director of Housekeeping, J5 Hotels

Managing labor shortages in housekeeping is one of the most critical operational challenges in the hospitality industry today. With increasing guest expectations and evolving operational demands, finding the right balance between quality and manpower efficiency becomes essential. At J5 Hotels, we’ve developed practical, hands-on strategies to navigate this issue while still maintaining service excellence.

1. Cross-Training and Multi-Skilling

On the operational floor, cross-training is one of the most effective ways we manage staff shortages. We train our housekeeping team to handle multiple tasks, like cleaning guest rooms, taking care of public areas, assisting in laundry, or even helping with basic pantry duties when needed.

This gives us more flexibility in the daily roster. If one area is short, we can quickly shift trained team members without affecting service. It also builds team confidence, because staff feel more capable and trusted when they know how to handle different responsibilities. It’s a simple but powerful way to keep the operation running smoothly, even when manpower is tight.

2. Smart Scheduling and Rotation

In housekeeping, planning the daily schedule the smart way makes a big difference, especially when we’re short on staff. We don’t follow fixed shift patterns—instead, we adjust schedules based on business needs. We look at guest movements, group check-ins or check-outs, and high-occupancy days, then assign staff accordingly.

We also plan ahead by identifying floaters and standby staff who can step in where needed. Day-offs are rotated carefully to make sure operations aren’t affected. During busy times, we use split shifts so we have more hands on deck during peak hours. This way, we make the best use of our available team without overloading anyone, while keeping service levels steady.

3. Productivity Standards and Daily Briefings

We continuously monitor productivity standards, not to overburden the team, but to identify areas where processes can be streamlined. Daily briefing sessions are used to update the team on occupancy, priorities, and individual targets. This helps keep everyone aligned, focused, and informed. Recognizing top performers in these briefings also motivates others to maintain performance.

4. Embracing Technology and Outsourcing Smartly

In day-to-day housekeeping operations, using the right tools and support makes a big difference. We’ve introduced practical technology like digital room assignment boards, mobile apps for faster communication, and linen tracking systems to reduce manual work and save time.

When occupancy suddenly increases or we’re short on staff, we don’t panic—we turn to our trusted outsourcing partners for support with tasks like public area cleaning or deep cleaning rooms. These outsourced staff are already trained to follow our standards and are supervised closely, so the quality stays consistent. It’s about staying ready and making smart use of both tech and manpower to keep operations smooth.

5. Retention and Staff Wellbeing

One of the main reasons for labor shortages is high staff turnover, so we put a strong focus on keeping our team happy and motivated. On the floor, this means creating a positive work environment where team members feel respected and supported. We give opportunities for internal growth, promote from within when possible, and always take time to appreciate good performance—whether it’s a simple “thank you,” a shout-out in the briefing, or a small reward for a job well done.

We also take care of their wellbeing in simple but effective ways—offering refreshments during busy shifts, celebrating birthdays, and recognizing a “Housekeeper of the Month.” These small gestures help build a loyal team that takes pride in their work and stays committed, even during busy or challenging times.

6. Hiring Smartly and Maintaining a Talent Bank (Operational Perspective)

In housekeeping operations, we can’t afford to wait for a crisis to start looking for staff. That’s why we maintain a practical "talent bank"—a ready list of previously trained interns, casuals, and part-time staff who are familiar with our standards and can be called in on short notice during peak periods or unexpected absences. We also stay in close coordination with HR to keep the hiring process simple and fast. Instead of just looking at experience, we focus on people who show the right attitude, willingness to learn, and a good fit for our service culture. This helps us onboard quickly without compromising on quality.

At the end of the day, managing labor shortages in housekeeping isn’t about pushing the team harder—it’s about working smarter on the floor. By building a flexible team that can handle multiple tasks, planning our schedules around actual business needs, supporting and motivating our staff, and using the right tools and technology, we keep operations running smoothly. Even when we're short on hands, the guest should never feel the difference. A clean, comfortable room delivered on time—that’s what defines our success, no matter how many people are on the roster.

Kunutkhan Pathan, Executive Housekeeper, Centro Salama Jeddah

The housekeeping team is the backbone of any business in the hospitality sector. who work 24 / 7 / 365 days. Managing labor shortages in housekeeping is a significant challenge that can impact guest satisfaction, room turnover, and overall hotel operations. A comprehensive approach combines workforce optimization, process improvement, and long-term staffing strategies. Below are detailed methods commonly used in the hospitality industry:

Cross-Training: 

Training team members to perform multiple roles (e.g., room attendant, public area cleaner, laundry helper) enhances flexibility in scheduling and reduces dependency on a single role. For example, a public area attendant can support guest room cleaning during peak check-in times.

Workforce Planning and Efficient Scheduling: 

Forecasting room occupancy and aligning staff schedules accordingly ensures the right number of staff are available during busy or lean periods. For example, use occupancy data to schedule more staff during weekends or event seasons and fewer during weekdays.

Leveraging Technology: 

Using housekeeping management software (like Opera PMS, HotSOS, or Flexkeeping) increases productivity by automating room assignments, tracking cleaning status in real-time, and communicating tasks efficiently. For instance, a system can automatically reassign rooms if a housekeeper finishes early or calls in sick.

Temporary Staffing & Outsourcing: 

Partnering with staffing agencies for temporary or contract housekeepers quickly fills urgent staffing gaps without long-term employment commitments. However, it is crucial to ensure quality and training standards are met.

Improving Staff Retention: 

Focusing on keeping current staff satisfied and motivated reduces turnover, which is a major contributor to labor shortages. Key practices include fair wages and timely payments, providing recognition and incentives, offering growth and development opportunities, and creating a respectful and safe work environment.

Streamlining Cleaning Processes: 

Reducing unnecessary steps in room cleaning through standard operating procedures (SOPs) helps staff complete tasks faster and more efficiently without compromising quality. For example, using trolleys organized for minimal movement or implementing “stay-over” service standards during low occupancy.

Offering Flexible Working Hours: 

Allowing part-time, split shifts, or shorter workweeks attracts a wider talent pool, including students, parents, or semi-retired individuals. For instance, a mother who can't work a full shift might cover morning cleaning duties.

Recruitment and Employer Branding: 

Promoting the housekeeping role positively to attract more applicants helps overcome stigma or lack of awareness about career opportunities in housekeeping. Tactics include social media outreach, attending job fairs, and offering referral bonuses.

Providing Onboarding and Continuous Training: 

Ensuring new hires are quickly integrated and existing staff are upskilled improves performance and reduces early resignations. For example, conduct regular refreshers on cleaning techniques, equipment use, and guest interaction.

Collaboration with Other Departments: 

Working closely with the front office to reduce unnecessary workload and manage time effectively avoids repeated work due to miscommunication (e.g., room not ready for cleaning, or maintenance delays). For instance, the front desk marks rooms "Do Not Disturb" properly to prevent managing time by the housekeeping team.

Trishna Hundal, Executive Housekeeper, IHG Hotels and Resorts

Managing labour shortages in housekeeping is a complex challenge that requires both strategic thinking and operational flexibility, particularly in Dubai’s hospitality sector, where expectations for service quality are exceptionally high and guests come from diverse backgrounds. As an Executive Housekeeper in a large hotel, it is crucial to adopt a multifaceted approach that ensures operational efficiency, maintains high cleanliness standards, and supports team well-being, even with limited staff.

One of the most effective ways to address labour shortages is through the integration of technology and automation. Housekeeping management software can streamline scheduling, monitor room status in real time, and optimize staff allocation, which minimizes administrative workload and allows managers to deploy available personnel more effectively. The adoption of labour-saving devices, such as robotic vacuum cleaners and UV-C disinfection tools, can further enhance productivity by handling repetitive or high-frequency cleaning tasks. This technological support enables the housekeeping team to focus their efforts on areas that require a personal touch, ensuring consistent service quality.

Flexible staffing models are another key strategy. By offering part-time positions, job-sharing opportunities, and staggered shifts, hotels can attract a broader range of candidates seeking supplementary income. Additionally, outsourcing certain housekeeping functions, such as public area cleaning or laundry, to specialized service providers allows the core in-house team to concentrate on guest rooms and critical areas. This approach not only helps manage fluctuating occupancy levels but also reduces administrative burdens related to recruitment and payroll, making the operation more agile and cost-effective.

Rethinking traditional housekeeping service models can also help manage workloads and align with evolving guest preferences. Allowing guests to choose the frequency of room cleaning-such as opting out of daily service-can significantly decrease the daily workload for housekeeping colleagues. To encourage participation, hotels can offer incentives like meal vouchers or discounts to guests who decline daily cleaning. This strategy not only eases the pressure on housekeeping teams but also supports sustainability initiatives, which are increasingly important to today’s travellers.

Investing in training and professional development is essential for building a motivated and adaptable housekeeping team. Comprehensive training programs ensure that colleagues are well-versed in the latest cleaning techniques, safety protocols, and the use of new technologies. This investment in people leads to higher efficiency, lower turnover, and improved team retention, all of which are critical when labour resources are limited.

Expanding recruitment strategies is also vital. By reaching out to non-traditional talent pools-such as individuals with disabilities, immigrants, or those re-entering the workforce-and offering competitive salaries and benefits, hotels can attract and retain a more diverse and committed workforce.

Finally, maintaining the well-being of the housekeeping team is paramount. Monitoring workloads, ensuring adequate rest periods, and recognizing outstanding performance can help prevent burnout and boost morale. Regularly acknowledging and rewarding excellent work fosters a positive work environment and encourages staff to deliver their best.

Mahmoud Durgham, Director of Housekeeping, Swissôtel Al Maqam Makkah

Staffing shortages in housekeeping can create major challenges for the hospitality sector. Nevertheless, by implementing effective strategies, these challenges can be effectively managed successfully to guarantee seamless operations and uphold excellent cleanliness and guest satisfaction. Here are some essential methods for addressing staffing shortages in housekeeping:

1. Cross-Training Employees

Training employees in multiple roles is a great strategy. By equipping your staff to handle various tasks, you foster a more adaptable workforce that can respond to shifting needs. For instance, front office staff can be trained to assist with housekeeping during busy periods. This approach not only addresses staffing shortages but also enhances your employees' skill sets, increasing their value to the company.

2. Implementing Technology

Investing in technology can greatly reduce the load for housekeeping teams. With automated cleaning tools such as walk behind machine cleaners, staff can dedicate their time to more thorough cleaning tasks. Moreover, housekeeping management software can enhance operations by fine-tuning staff schedules, monitoring room conditions, and overseeing inventory. This results in improved efficiency and a decrease in labor requirements.

3. Offering Competitive Compensation and Benefits

To attract and keep housekeeping staff, it's important to provide attractive pay and benefits. This means offering a decent salary along with extras like health insurance, retirement options, and paid leave. Creating a supportive work atmosphere and offering chances for career growth can further aid in keeping employees and minimizing turnover.

4. Partnering with Staffing Agencies

In busy times or when there are sudden shortages, collaborating with staffing agencies can offer a fast fix. These agencies can provide temporary workers “Casuals” who are prepared and available to help out as required. This approach can ensure service quality while keeping your current team from being overwhelmed.

5. Enhancing Recruitment Efforts

Enhancing recruitment methods can draw more candidates to housekeeping roles. This might involve promoting job vacancies across different platforms, participating in job fairs, and collaborating with nearby educational institutions. Highlighting the benefits of working in housekeeping and presenting a positive workplace environment can increase the attractiveness of these positions to prospective employees.

6. Fostering a Positive Work Environment

Creating a positive workplace can greatly enhance employee satisfaction and loyalty. This involves acknowledging and rewarding effort, offering chances for career growth, and fostering a culture of support and respect. When employees are happy, they are more likely to remain with the organization and perform in their roles.

7. Streamlining Processes

Making housekeeping tasks easier and more efficient can assist in managing labor shortages. This may include standardizing cleaning methods, utilizing effective cleaning supplies, and structuring work schedules to enhance productivity. By simplifying the workload, you can alleviate pressure on your team and boost overall efficiency.