Employment and professional mobility are important aspects of life for both hospitality organizations and individual employees. Across two studies, we examine the effects of work–life conflict and actual (Study 1) and perceived (Study 2) progression in one’s career on hotel managers’ intentions to leave their organizations or leave the hotel industry altogether. In Study 1, positive relations between work–life conflict and turnover and career change intentions were found among actual hotel managers. Similarly, in Study 2, job seekers who were experimentally induced to expect higher work–life conflict in their future careers reported higher turnover and career change intentions. Across both studies, this effect was stronger among those with less progression in their careers. These results provide a more nuanced understanding of the high turnover rates in the hospitality industry, and we discuss how hospitality organizations can leverage this knowledge in managerial retention efforts.