Staff turnover is a continuous process in which the staff of an organization changes. At the same time, there are certain factors that influence this process: psychological, economic, social, etc. A true, comprehensive assessment of staff turnover can be made only after its consequences and the socio-economic content of the process under consideration have been studied. All staff members expect the organization to meet their own needs, which are directly dependent on the organization, as much as possible. In the case where the needs are not met, or the needs are not fully met, the employee decides on the change of place of work. Staff turnover in the hotel industry is, on the one hand, a natural process, and on the other hand, an unorganized movement of personnel, allowing employees to realize economic interests and needs, allowing to assess the degree of satisfaction of the needs and interests of employees in a particular organization. Previously, turnover was interpreted as a form in which the redistribution of labor is implemented that is not desirable in economic terms, due to its disorganization, associated significant economic losses for workers, enterprises and the whole society, whereas today, the demand for middle and senior managers in the hotel sector exceeds supply and, accordingly, changes the approach to determining staff turnover. A significant number of researchers today consider the process of staff turnover in a new capacity. The formation of a market-type economy has led to significant changes in the content of staff turnover.