Turnover in the restaurant industry is notoriously high, but has recently escalated. And increasing compensation is no longer enough to retain employees. Burnout, long and unpredictable hours, lack of benefits are driving top talent out of the industry. Quick fixes have become the norm; sign-on bonuses, increased wages, etc. But none are proving effective at bridging the labor gap. As the restaurant industry continues to shift, it’s time to take an in-depth look into your retention strategy. How do you measure up in these three categories? Maybe it’s time to rethink your current strategies.
1. Tools & Technology
Technology is too often connected with desk-based jobs. More and more digital tools are becoming vital for frontline workers. Yet, it seems such a small percentage of workers are equipped to effectively utilize the technology. Mix that with outdated training modules and you have a recipe for high turnover. Help mitigate burnout and boost operational efficiency by offering tools and technologies that set your restaurant employees up for success. A digital workspace platform will allow for real-time communication and digital training modules. It will also provide a place for employees to easily fetch information to complete day-to-day tasks.
2. Hiring Strategies
Do you seek external hires when looking to fill positions? A more cost effective and easier way to hire is internally. The perfect hire might be right in front of you! You already know the potential candidate and they already know the business standards. Avoid starting from scratch and seek the ideal candidate from within. Businesses with internal mobility have employees that are more likely to remain with the company longer. Consider offering training to those employees interested. Career advancement opportunities are enticing to both internal and external hires.
3. Employee Benefits
Workers desire flexibility, an engaging work environment, and respect. If all you are offering as an employer is higher wages, then you are missing the mark. Flexibility is essential in our post COVID-19 world, but is difficult to offer when restaurant jobs require workers to be on-site. So you have to be creative in your approach. Consider using a digital workspace for scheduling so that employees can pick up extra shifts. This gives workers control over their economic well being. You can also offer a standardized digital training that can be completed outside of a scheduled training time. Offering more flexibility for employees will make your company more appealing from the start and will entice long-term employees to stay.
