Introduction This report is aimed at examining such a problem as very high rates of employee turnover in hospitality organizations since this issue can undermine the sustainability of many businesses representing this economic sector. In particular, it is important to consider the problems encountered by fast-food restaurants. One of the main tasks is to examine the factors that contribute to this problem. Furthermore, this report will include recommendations that can benefit such companies. These recommendations should help these organizations retain workers and increase their satisfaction with their job. Overall, the management of these enterprises should focus on their recruitment strategies and work on the transformation of the organizational culture in order to address the problem of increasing employee turnover. Furthermore, in this way, they can strengthen the commitment of workers and increase the perceived value of working in fast-food industry. By achieving this goal, managers will improve the sustainability of fast-food restaurants in the long term. Overview of the fast-food industry and the main categories of employees It should be mentioned that fast-food industry is represented by businesses that differ in terms of profitability, size, and structure. In this case, one can speak about such corporations as McDonald’s or Burger King, but at the same time, one should consider smaller businesses that are not very familiar to many people. This industry is very competitive, and businesses administrators are driven by the need to reduce operational expenses. Additionally, these businesses may need to comply with the regulatory norms established n various countries. This argument is particularly relevant if one speaks about companies operating at the international level (Royle & Towers, 2004). For example, one can speak about McDonald’s. The employees of such businesses can be divided into two large groups. In particular, one should speak about white-collar workers who occupy administrative positions. For example, they can act as supply chain managers or shift supervisors. In turn, one can speak about blue-collar workers who can be engaged in physical labor. For instance, one can mention cooks or waiting staff. It is important to mention that some executives, who occupy higher positions in the organizational hierarchy, could start their career as blue-collar workers. Business administrators are required to understand the functioning of the company at different levels (Royle & Towers, 2004). These are some of the main details that one should take into account. On the whole, these businesses continuously struggle with increasing employee turnover (Royle & Towers, 2004, p. 22). This phenomenon has long been observed at the international level (Royle & Towers, 2004, p. 22). Nevertheless, this problem has become even more acute nowadays, because the rates of employee turnover have excessively high. Furthermore, it can significantly undermine the organizational performance of these businesses (Plunkett, Attner, & Alllen, 2007). These are some of the difficulties that one should consider. Causes of turnover It is possible to identify several important causes of extremely high employee turnover in fast-food restaurants. At first, one should mention that many people perceive employment in this industry only as a casual or part-time job. Many of them do not consider pursuing a long-term c