Long lines, cut hours, overworked staff, some frustrated customers, and the sense that things can’t run as smoothly as pre-pandemic times are what the restaurant industry has been facing for the past few years. Since the lockdown, restaurants and hospitality services have been scrambling (and getting quite creative) to develop solutions for staff shortages. It may take some work; however, after years of disappearing staff, restaurants may find a little relief this year and in the future.

 

February Jobs Report

According to the Bureau of Labor Statistics, the restaurant industry gained 70,000 employees in February alone, and the predictions are looking sunny, says Restaurant Dive. The employment rate for the food and drink industry is 2.4% below pre-pandemic times, which is even lower than the month before, at 3%, says Nation’s Restaurant News. Although food and drink service employment remains slow-moving, it’s “moving in the right direction,” says the article.

Restaurant Staffing: Still a Challenge

Staffing is still a challenge, reports Nation’s Restaurant News, with 89% of owners saying recruitment and retention is a significant issue, with 62% saying they can’t meet demands with their current number of staff members. Since 2020, an estimated 2.5 million people have died or retired, says the Washington Post, setting off a domino effect for the food industry. Low-wage workers had the opportunity to move into higher-paying and more “professional” positions. The jobs that remained empty, and still are, are the less desirable, low-paying ones. According to the Post, many previous restaurant employees have not returned or have found “better” jobs. They may pay less initially, but the benefits, flexibility, and stability may be better than currently booming jobs like finance, construction, transportation, and warehousing. Labor economists say that the downshift in employment in the service industry has altered the US work market so much, it may shape the industry long term, reported the Post.

In addition to finding good employees this year and moving forward, is the cost of labor. Although nearly all restaurant operators plan on hiring more employees, many think it will be a challenging to balance their expenses. With each year surpassing the last in terms of costs, restaurants’ annual sales have been and will be affected. A specific concern is a weakness in inflation-adjusted sales, says Restaurant Dive. The cost of food and increased menu prices are predicted to drive sales growth in 2023, with food and drink sales minimally surpassing pre-pandemic levels because of inflation. With food and labor costs, restaurants’ bottom lines are continuously evaluated.

In the world of new norms, our restaurant experience has changed quite a bit for owners, operators, staff, and customers alike. After the reflective time during lockdown, the values, pay, flexibility, and work quality demanded by employees have taken shape. They are now beginning to shift the way our job market functions. Although predictions look optimistic, albeit slow-moving, the restaurant industry is still playing catch-up or changing the game to move along with the trends.

Related Posts:

You may be interested in our article; It’s Not Only About Hiring…It’s About Retaining Employees

 

 

One million signatures stopped a new law affecting fast food workers starting January 1 in California. The Fast Act, or Assembly Bill 257, is a law that was signed on Labor Day by the governor of California, Gavin Newsom. The idea behind the Fast Act is to give fast-food employees more input regarding how they work, when they work, and for how much. The act constructed a council of 10 individuals to decide important work conditions such as hourly wages, benefits, working hours, and more.

 

What is The Fast Act?

 

The AB 257 bill aims to support the rights of fast food workers in California. It “was designed to give fast-food employees a seat at the table.” The council can change the minimum wage, raising it from the current $15 per hour wage to $22 in California. Restaurants defined as quick-service, with a minimum of 100 or more locations are the only ones directly affected by the Fast Act. Besides determining how much quick-service workers will be paid in California, the council decides on the work hours, and the environment they will work in.

 

Why is There Opposition To The Fast Act?

 

Support for the Fast Act law is widespread, as shown by the petition signed by 1 million fast food workers and business owners. However, the concern of those who don’t support implementing the Fast Act is fear that the raised wages will increase inflation even higher. California has already seen higher food costs and the rising wages will increase the costs further.

 

San Francisco saw a 10 percent rise in food costs, with a 9 percent increase for food away from home. Save Local Restaurants said any more added costs on food would majorly affect individuals already fighting against inflation costs resulting from the pandemic.

 

Who Are Save Local Restaurants Group?

 

Save Local Restaurants consists of individuals from “small and family-owned businesses, minority-rights groups, workers, consumers, your favorite restaurants, taxpayers and community-based organizations” who are against passing The Fast Food Bill. Group members organized what they call on their website a coalition focused on redirecting the decision of Assembly Bill 257 to give the California voters the right to decide. Save Local Restaurants includes a compilation of three groups; the National Restaurant Association, the U.S. Chamber of Commerce, and the International Franchise Association.

 

The Projected Future

 

Due to a last-minute decision by the courts on Friday, December 30, a hold of the Fast Recovery Act has been issued to determine if the signatures signed in opposition against the assembly bill 257, or The Fast Act are valid, which, if they are found to be, would let the issue become a voters decision. It would move forward, going on the 2024 ballot.

 

It is expected that the signatures from the petition will be verified, putting the issue at a standstill until 2024, which is exactly what Save Local Restaurants wanted when first filing the referendum. The petition is said to have well over the required 600,000 amount of signatures needed, topping out at one million.

 

By: Amanda Stokes – Operations & Training Consultant,

Synergy Restaurant Consultants

As we are all adapting to the new normal post-pandemic in the restaurant business, we find ourselves in the battle to attract and retain talented managers and team members. The restaurant business is now competing with other industries that offer more normalized schedules with more flexibility. Restaurant workers have historically prided themselves on how much they work, treating burnout and exhaustion as a badge of honor. However, employers and employees alike are beginning to see the mental and physical toll these long hours take on an individual. What was once considered a radical idea is now in practice in many companies and restaurants today. It begs the question, could condensed scheduling be the workweek of the future? Haven’t we all dreamed of a shorter workweek?

 

Condensed Work Weeks: Is This the Future?

Used correctly, compressed working hours can be a great tool for keeping workers in the restaurant business when they otherwise may look for a change. As a former Director of Operations for a large casual dining company, I personally offered reduced workweeks to leaders on my team. This idea came to fruition when one of my best managers struggled with work-life balance after returning from maternity leave. I could see it was taking a toll on her both personally and professionally. After careful planning and consideration, we landed on a 4-day workweek that would allow her the flexibility of having three days off to spend with her family. She received 80% of her salary (based on a 50-hour workweek), and she was thrilled to pioneer this new model. This model can also have managers working four extended days with no salary reduction. In addition to creating a better work schedule for my team, their productivity and engagement increased significantly. I eventually had four managers working condensed schedules that delivered best-in-class KPI results for the brand! Talk about a win-win situation!! I loved hearing how these managers had an overall improvement in their well-being.

Many companies, including Shake Shack and Chick-fil-A, are offering flexible condensed work schedules to their teams. They have reported many benefits, including, improved operations, fewer absences, improved culture, and many more that lead to improved employee morale and retention. This model of a condensed work schedule could be a game changer for independent restaurants and make attracting new employees significantly easier. In today’s climate, offering a sign-on bonus is common practice, so offering a condensed workweek can be a cost-effective way of introducing an employee benefit that will not add additional cost to the business.

Another thing to consider with condensed workweeks is the benefit of reduced commuting and daycare costs. This could mean significant cost savings for employees and reduce stress over current inflation levels.

 

 

There are many things to consider before offering this benefit to your team. This type of work schedule may not be ideal for everyone. It is critical to understand the needs of your team. If you decide to move to implementation, have a strategy and clearly communicate how this will work for everyone on the team.

 

The success of a good restaurant boils down to how well the organization can respond to the needs and wants of its customers. An eatery that follows the foundation, or pillars, of good restaurant management, can achieve a following of loyal customers, which is the goal of any successful business.

Customers want a positive experience and are willing to provide loyalty to restaurants where they feel recognized and rewarded. The restaurant must listen and communicate well with its customers while delivering the right products at the correct prices.

Long-term loyalty is difficult for restaurants to maintain, and overcoming the daily operational challenges depends on an effective system that all employees know about, understand, and implement.

Cleanliness

Customers may walk into a restaurant but will not stay if the environment does not look sanitary. Achieving good cleanliness reviews takes a team effort by every individual working in the establishment.

Management that does daily assessments and assigns individual cleaning task schedules will be ahead of the game. Employees can be proud to participate with a team accountable for their workplace’s cleanliness.

Quality Food

When management invests in labeling and systems to provide customers with the freshest and the hottest food, the restaurant customer will be happy. It only takes one report of someone getting sick in an eatery because of poor quality food to shut a restaurant’s doors abruptly.

When a restaurant keeps a salad bar filled with fresh, colorful produce, the crunchy, tasty morsels will invite even the pickiest of eaters to keep coming back for more. Having an employee focus only on keeping the produce inviting without other tasks will be worth the added expenditure.

 

Fast and Accurate Service

Customers feel like they belong when a restaurant has highly trained, friendly staff. Each worker in the establishment should know their steps in the food serving process so that it’s not stressful for them.

A checklist, reminders, and supervised training give employees the confidence to quickly fill a correct food order. When the worker knows the steps, the menu, and the serving processes so well, they can perform the tasks in their sleep, the stress level is minimum, and the customer feels relaxed and friendly service.  The employees will benefit from receiving more extensive tips, and the restaurant is rewarded with loyal, returning, customers.
Pro-tip: Get your Free Restaurant Manager’s Toolbox Now

Click here to access FREE TEMPLATES, including a Complete Employee Handbook Template, All-Day Management Timelines, Hiring and Interview Guides to teach the team, and much more!

 

Accuracy

Customers will take an inaccurate order personally. They will feel like the server did not listen to their preferences for an enjoyable meal or that the server did not care enough about them to deliver the ordered meal. Accuracy also means less wasted food which will be a financial advantage.

 

Marketing and Pricing

When a restaurant remains competitive and consistent in pricing, its customers know what to expect when they walk in the door. The establishment cannot make any money if they cannot provide a product for a profit, but a customer won’t come back if presented with an unexpected, outlandish bill at the end of the evening.

Marketing becomes easy when restaurant management knows their customers well and listens to what they want. The existing customer provides the profile for the target market.  By following the best clientele patterns and the guides of excellent restaurant management, the customers will be the restaurant’s best marketing tool.

Managing a successful restaurant is a tough job that takes skill and constant attention. Financial and personal rewards can be outstanding when an establishment provides customers with a positive experience with good quality food at affordable prices and a friendly atmosphere.

What type of skills does it take to be an outstanding restaurant manager? It doesn’t have to be a constant guessing game. With the best practices outlined above and Restaurant Management training from SynergyU, becoming a successful restaurant manager is just a matter of your desire and dedication to be one!

Post-COVID lockdown, restaurants are building popularity and once again becoming a place of relaxation and fun. To build the business to previous levels, restaurants are trying new menus, phone apps, and customer incentives. However, what they’re missing is the staff. They’ve survived waves of COVID surge, periods of lockdowns, and political turmoil, but restaurant workers are scarce and in serious demand. After losing their jobs during the first wave, many restaurant workers relocated, changed positions, or left the industry altogether. With the restrictions lifted, staffing has become the number one priority for restaurants across the country, said CNN.

Looking to Gen Z

Both local and chain restaurants have made it their mission to staff their establishments adequately. It’s been a challenge, but some new ideas have proven to be effective. Restaurants must be creative when hiring new staff, especially with the influx of Gen Z workers hitting the job market.

According to Forbes, Gen Z values jobs with higher wages, flexibility, equality, similar core values, and mental health resources. It’s no surprise this generation is looking for meaning in their work (as is, likely, most generations), and businesses are tailoring their hiring process to entice them to come on board and stay on board.

One Connecticut restaurant hired high school students through a program called Scholars Making Dollars, said Business Insider. The students get mentorship through the program while holding a part-time job within the restaurant. The same restaurant also hires employees from neighboring states and provides them weekend housing while working. Family members of the restaurant drive the employees in on Thursday and back on Monday. This helps the restaurant and the workers in New York who may have been having trouble finding jobs, said Insider, since many more restaurants closed in New York than in Connecticut.

 

Entice Potential Hires

Another way to entice employees is to incentivize them with bonuses. According to the Spokane Journal, a Washington state-based restaurant has been recruiting new employees through referral bonuses for existing employees. Anyone who brings in an employee, whether a friend, family member, or former worker, the restaurant will dole out $200 should the candidate get hired and stay for 30 days. If they stay 90 days, the referring employee receives another $200.

In Miami, a coffee shop got creative by starting to hire current customers, reported the New York Times. Since they already like the business and they’ve seen it in action, owner Camila Ramos has hired employees who were day traders and a former real estate agent. Discovering different pools of professionals might help gain employees for your business who are looking for new experiences and have unique skills to bring to the table. Ramos has, in the past, unflinchingly required three years of experience for her coffee shop but has now shifted expectations to hire valuable workers who may need more training.

Not a last-ditch-effort idea, but certainly a creative one is throwing a hiring party, which is exactly what Taco Bell did in 2019. The parties offered free food, on-the-spot interviews, and employee tuition discounts. They gathered close to 75 in-person applicants and over 300 online applicants just in their Indianapolis location, said CNN.

The workforce has changed dramatically since the pandemic and may continue. Workers are looking for jobs with more meaning and a healthy work/life balance. Restaurant owners can ride the wave with them, keep up with trends and offer the same sort of treatment, wages, and care that they would want from a job.

Inflation has become a problem in 2022. It is at a 40-year high. It started with COVID –19 and related supply chain complications and has adversely affected significant businesses, including the restaurant industry. America has been anticipating a concerted effort from the government to relieve supply chain issues. Instead, the problem is getting worse. In a recent CBS/YouGov survey, 65% of Americans said President Biden wasn’t focusing enough on supply chain issues and subsequent inflation. His level of popularity has been plummeting. While Russia has attacked Ukraine, a major player in the world supply chain, the effects of inflation on restaurants have received minimal attention.

What Are the Solutions to the Inflation and Related Issues?

Raise the Wage Act of 2021 (HR 603) is one approach to provide a solution. This act increases the federal minimum wage to bring relief to American families. Five annual steps would raise the minimum wage from $7.25 to $15 by 2025. This would increase pay for nearly 32 million workers, about 21 percent of the U.S. workforce. The problem is that a federal standard does not comply with the standard of living in each state. The cost of living in San Francisco, California, is vastly different than in Miami, Florida. A $15 minimum wage floor is insufficient for providing real support for every location in the country.

Assembly Bill 1003 addresses wage theft according to the California penal code. In the past, employers have been sued or fined for withholding wages. Now employers can be held liable for grand theft if they intentionally withhold more than $950 from any employee, or $2,350 from two or more employees in any consecutive 12-month period. Withholding wages, gratuities, benefits, or other compensation, not paying minimum wage, offering overtime, or meal or rest breaks is a felony instead of a misdemeanor for an employer in 2022.

Relief for Restaurants and other Hard Hit Small Businesses Act of 2022 (H.R. 3807), addresses financial support for restaurants, arts and entertainment venues, and small businesses adversely affected by the COVID-19 pandemic. It passed in the House on 4/07/22 and will extend to 3/11/23, maybe longer. Made up of an additional $42 billion for the existing Restaurant Revitalization Fund, previous applicants who have not received a grant have priority. The Hard Hit Industries Award Program determines award recipients within the bill, with a maximum amount of $1 million being granted for each organization. Through this process, the Small Business Act (SBA) prioritizes organizations that have experienced significant pandemic-related revenue loss, prioritizing those that experienced a loss of at least 80%. The second priority is to those that experienced at least a 60% loss and last, a 40% loss. Funds may be used for operating expenses such as mortgage, rent, utility payments, and payroll.

 

 

In addition, the temporary practice of outdoor dining will continue. Many areas have noted the profitable impact outdoor dining had on the restaurant industry during the pandemic and are seeking legislation to allow it to continue. In Connecticut, Governor Ned Lamont announced House Bill 5271, allowing the rules on outdoor dining at restaurants established during the COVID-19 pandemic to continue for at least another 13 months. Approved in the House and Senate, these relaxed outdoor dining rules will continue to allow restaurants to impact the economy positively.

As we say goodbye to 2021 and ring in the new year, we want to take a look back at some of our favorite pieces that highlighted some trends and challenges the food industry saw over the past 12 months.

There were plenty of tough humps to leap over in 2021–from hiring issues to supply chain problems and a ton of COVID vaccination questions. On top of that, the pandemic had shifted consumer trends, expectations and tastes. Please review some of our articles below that outline these hot industry topics (along with potential solutions) so that hopefully this can prepare you and your team for a successful 2022.

 

Financial Reporting – A Key to Successful Business Practices

Supply Chain: Shortage in Food—How Can Restaurant Owners Cope?

Using Automation to Ease the Employee Shortage

What It Takes to Be an Outstanding Restaurant Manager

Upselling Tactics for New Menu Items

The Ultimate Essentials for your Restaurant Business Plan

Post-Pandemic Beverage Trends

Team Building and Appreciation

Meal Kits are Here to Stay

What People Want from their Restaurant Employer

The restaurant industry has faced many challenges as a result of the COVID pandemic. Many restaurants were forced to close their doors or operate at a limited capacity due to restrictions. According to Time Magazine, “one in 10 permanently closed.” The result? Nearly six million employees in the food and drink industry left or lost their jobs by April 2020.

 

With the introduction of vaccines and increased demand for dining, restaurant owners are eager to open at full capacity. However, a new challenge has presented itself in recent months—an industry-wide labor shortage. The situation has incited a heated debate among restaurant owners, experts in the industry, and researchers over the cause of this shortage.

 

Some say people don’t want to work because they’d rather receive unemployment or have become accustomed to being off work. However, research has shown that many workers switched industries to support their families during the pandemic, citing concerns for safety and lack of decent wages that make the risk worth it.

 

While the debate is likely to continue as to the cause of the labor shortage, restaurants should consider ways to retain their current employees and attract potential hires. According to a recent report by BlackBox, the top four areas of concern for potential workers are as follows:

 

Wages– This is not a new issue in the workforce. For far too long, restaurant workers have received low wages, skirting just above or below the poverty line, and are highly dependent on tips. Recently, many owners have attracted new hires by increasing wages, and other restaurants should take notice. Due to inflation, the cost of living has increased. Workers are not asking for much. They want a wage that affords them the ability to live comfortably, given the risk they are taking.

 

Promotions– Owners should also consider promotions for reliable and hardworking employees. In any industry, no one wants to take a job without any prospects for the future. Promoting within the company also helps retain employees, and it allows workers to feel valued. This is a win-win situation for employees and owners, making it no longer necessary to look outside the pool of workers that already exists within the establishment.

 

Flexible schedules– Everyone wants a flexible schedule, and the restaurant industry bend to allow it. Owners can work with employees adjusting to fit different schedules, attracting more employees to fill the positions, especially potential hires with children. If there are only full-time positions available, it might be helpful to post several part-time positions as well. In the current market, flexibility wherever possible is key.

Benefits– With many other industries offering benefits, restaurants need to follow suit. Healthcare is of utmost importance given the current state of the pandemic, and that alone may be enough to attract additional interest in the position. At the very least, paid time off should be offered. Owners should look at the return on investment. A couple of paid days off could fill a role, resulting in higher capacity and increased revenue.

 

Currently, it’s a job seeker’s market. Employers need to be open to current and potential hires’ concerns to fill the labor shortage. The good news is that 66% of workers say they would return given the right conditions. So what steps will you take to respond to this labor shortage?

With consumers hungry to return to restaurants, and owners eager to increase capacity to pre-pandemic levels, many operators are facing a new crisis; severe staff shortages. The National Restaurant Association reports that the “eating and drinking industry shed 2.5 million jobs in 2020.”  A U.S. Bureau of Labor statistic reveals that employment at eating and drinking establishments was still 1.5 million jobs below pre-pandemic levels, or down about 12% as of May of this year.

 

There are many reasons why people may not be willing to return to their restaurant job. Some are still worried about catching the virus. Some have decided to leave the industry for other more stable and better-paying jobs. And with the extra government benefits available, some are content to stay home. Jot Condie, who heads the California Restaurant Association, has said, “the employment gap is a full-blown crisis.” In a survey from the National Restaurant Association, “72% of operators rated recruitment and retention of workforces as their top challenge, up from 8% in January.”

 

The industry is notoriously volatile, and the makeup of restaurant employees historically, is typically transient – students, aspiring actors, and musicians looking to supplement their income, kitchen staff who move on for bigger paychecks elsewhere.  The hours are long, benefits are scarce, coupled with low pay, causing most to be completely reliant upon tips.

 

 

Many operators are looking to the summer as make-or-break time for the restaurants that managed to survive the upheaval forced by the pandemic over the last 16+ months. And as they did in the early days of the pandemic, owners are once again forced to be creative in how they staff their restaurants.

 

An article from NCR outlines how operators can attract the best talent to staff their restaurant, using the following six key strategies:

 

Stress Employee Safety – For those with safety concerns, make sure your website and job opening posts emphasize all the safety precautions you’re taking to protect your staff.  Be specific about the protocols in place, such as providing personal protection equipment and paid sick time.

 

Offer Unique Perks – Driven by fierce competition and a limited applicant pool, restaurant operators are offering an array of incentives ranging from immediate pay, increased hourly wages, free college tuition, or a raise after a 90-day performance review. While smaller establishments cannot afford to provide these costly incentives, other attractive perks could be a mentorship for candidates who want to learn about running a restaurant or opportunities for advancement into roles with increased responsibility.

 

Make Applying a Breeze – You must look at your company’s website to ensure it’s user-friendly and easy for candidates to apply online.  More candidates look for restaurants offering online applications because it allows them to apply anytime from anywhere.  Don’t overlook the importance of your online application process, or you will be at a distinct disadvantage for attracting the best talent.

Move Quickly – You must be prepared to engage with applicants quickly before other offers pull them away.  Consider using a text message business card as texts have a 99% open rate, and it is the preferred communication type for millennials, and Gen Z.  Texting allows you to interact immediately with candidates to pre-screen their qualifications and schedule interviews.

 

Showcase Your Company Culture  – If you are relying only on help wanted signs and ads, you miss out on a wealth of social media benefits.  Be creative to attract more applicants.  Showcase your restaurant’s culture on all your social media profiles and your website.  Post photos of your team having fun while serving customers.  Include video testimonials of your staff sharing all the great things they love about working at your restaurant, such as flexible schedules, great pay, employee discounts, supportive teammates, and anything that sets your restaurant apart.  Keep your social media pages updated.

 

Solicit referrals and recommendations from your existing team – Your best employees are a great asset for identifying qualified candidates.  If they enjoy working at your restaurant, they’ll likely recommend friends who are hard workers that would be a good fit.  Reward your staff with incentives to provide extra motivation to submit referrals.  Consider incentives such as bonuses, company swag, time off, gift cards, or a reserved parking spot, or give them their preferred schedule for a month.

 

A well-performing team is your best advertising tool, so make sure you’re keeping your current employees happy as well as you focus on hiring new staff. Smokey Bones, CEO James O’Reilly fosters “human-centric leadership.” For example, offering “generous benefits beginning on day one of employment, including basic medical, prescription drug, a la carte hospital, illness and disability benefits, scholarships for all employees and family members, benefits and discounts on thousands of companies products and services, legal, and mental health services.” A supportive work environment fosters hope, happiness, and innovation, says GSR Brands CEO Roger David.  “Company culture and values positively impact employee satisfaction, so if building a solid culture isn’t at the top of your to-do list, it might be time to add it.”

 

The pandemic changed how people want to work and what they expect from their employer, so what can operators do to stand out?  QSR Magazine reports the following:

 

Across the nation, operators today are faced with difficulties finding and retaining qualified workers to fill their team and meet increased demand. Therefore, it is critical to recognize what today’s workers want, what attracts them, and what will make the difference when hiring and retaining employees.  If you need help navigating these new challenges, Synergy Consultants and our team of industry experts is here to help!

The past 18 months have been incredibly challenging for the American restaurant industry. The COVID-19 pandemic forced many restaurant businesses to close their doors back in March 2020 (some of whom closed their doors forever). Businesses limped along, adapting their services to include take-out and delivery – only to be met with a wave of employee resignations as states reopened.

According to Business Insider, a whopping 5.6% of restaurant workers quit their jobs in April 2021. This points to dissatisfaction across the industry, and it will undoubtedly hamstring many businesses as they try to return to pre-COVID operating levels.

But why are these workers saying goodbye to the foodservice industry? Here are a few possible answers.

 

They Want Safer Conditions

Across the country, restaurant workers are standing up against unsafe working conditions in the wake of the pandemic. Many businesses are champing at the bit to return to capacity and resume business as usual, but for waiters, cooks, and other staff who work in close contact with each other and the public, this can be potentially dangerous.

Today’s restaurant workers know the risk their job poses to their health, and many of them aren’t interested in taking the risk of being exposed to the virus for serving a guest their meal.

They Need Better Wages

If there’s one thing the pandemic taught us, it’s that the lowest-paid workers in our society are actually the most essential. This includes restaurant workers, some of whom continued working even as cases and deaths rose nationwide.

We’ve acknowledged the vital role restaurant workers played through the pandemic – and now, they want to be paid accordingly. Like fast-food eatery Chipotle, some companies are rising to the challenge and raising wages, but companies that refuse are facing labor shortages as workers say goodbye.

They Aren’t Getting Support

At their heart, both the issues listed above are about the same thing: giving workers better support. Restaurant workers – like all employees – are trying to earn a living with dignity. When they don’t feel supported by their managers or company owners, they’re likely to leave as soon as they can.

 

If you want to hang on to your team, the best thing you can do is give them the support they need to feel comfortable at your restaurant. Take safety precautions to keep them healthy and safe at work. Allow flexibility for sick time if necessary. And give your team the proper training to help them feel like they’re truly an indispensable part of your staff.

When your team feels supported, respected, and valued, they’re much more likely to stick around – and your staff, your customers, and your business will all be better for it.