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Prioritize Recruitment or Retention? Striking a Balance

Jul 25, 2023

The hospitality industry has always been a highly competitive field, constantly seeking ways to attract and retain top talent. Traditionally, recruitment efforts have been the focus, with organizations dedicating substantial resources to finding skilled individuals to join their teams. However, there has been a notable shift in priorities in recent years as the industry recognizes the significance of employee retention and its impact on overall success.

In the past, the emphasis on recruitment was driven by the high turnover rates commonly found in the hospitality sector. Jobs in this industry often involve long hours, demanding work environments, and seasonal fluctuations, leading to a revolving door of employees. The cost of constantly hiring and training new staff members became a significant burden for hospitality businesses. As a result, efforts were primarily directed toward attracting new talent to fill these vacant positions.

However, forward-thinking organizations are now realizing the benefits of prioritizing employee retention. The hospitality industry is beginning to understand that retaining skilled and experienced staff members can lead to improved customer satisfaction, increased productivity, and, ultimately, higher profits. Let’s explore some key reasons why the shift in focus is occurring.

 

  1. Enhanced Customer Experience:

    Employees who have been with a company for an extended period develop a deep understanding of its values, processes, and customer expectations. They become more adept at providing personalized and attentive service, leading to an enhanced customer experience. Retained employees are often better equipped to handle challenging situations, resulting in higher customer satisfaction and increased customer loyalty.

  2. Knowledge and Expertise:

    Experienced staff members possess valuable knowledge and expertise that can significantly benefit an organization. Their familiarity with internal systems, operations, and industry-specific best practices enables them to contribute more effectively to the business’s overall success. Retaining these employees allows organizations to tap into their wealth of knowledge, ensuring higher quality in service delivery.

  3. Cost Savings:

    The financial implications of high turnover rates in the hospitality industry must be considered. Constantly recruiting and training new employees is not only time-consuming but also costly. Organizations can significantly reduce recruitment and training expenses by focusing on retention, leading to substantial cost savings. These saved resources can be reinvested in employee development programs, improved benefits, or enhanced workplace culture.

  4. Employee Morale and Engagement:

    High turnover rates can negatively impact employee morale and engagement. Constantly working with new colleagues can create a sense of instability and disrupt team dynamics. In contrast, a stable workforce fosters a positive work environment, promotes better teamwork, and enhances employee satisfaction. Happy and engaged employees are more likely to stay with a company for an extended period and are motivated to deliver exceptional service.

To effectively shift priorities towards retention, hospitality organizations must implement strategies to engage and retain their employees. Here are some fundamental approaches that operators can adopt:

  • Comprehensive Training and Development:

    Offering opportunities for skill development and career advancement demonstrates a commitment to employee growth and fosters loyalty. Organizations should invest in training programs that enhance the skill sets of their staff members and provide a clear path for professional development within the company.

  • Competitive Compensation and Benefits:

    Offering competitive wages and benefits packages is essential for attracting and retaining top talent. Organizations must conduct regular market research to ensure their compensation packages align with industry standards. Additionally, providing benefits such as healthcare, retirement plans, and flexible work arrangements can significantly contribute to employee satisfaction and retention.

  • Employee Recognition and Appreciation:

    Recognizing and appreciating employee contributions is crucial for building a positive work culture. Implementing recognition programs, conducting regular performance reviews, and celebrating milestones can create a sense of belonging and boost employee morale.

restaurant workers

  • Work-Life Balance:

    The hospitality industry is known for demanding schedules and long hours. However, promoting work-life balance is becoming increasingly important in retaining employees. Organizations should explore flexible scheduling options, paid time off, and other initiatives that prioritize the well-being of their staff members.

 

The hospitality industry is witnessing a significant shift in priorities from recruitment to retention. By recognizing the benefits of retaining skilled and experienced employees, organizations can improve customer experiences, reduce costs, and foster a positive work environment. By implementing strategies prioritizing employee engagement, development, and well-being, hospitality businesses can create a loyal and dedicated workforce that contributes to long-term success.

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Navigating Staffing Challenges with Smart Strategies

Jul 25, 2023

Restaurants are constantly seeking innovative ways to optimize their operations and maintain high-quality guest experiences. With the challenges posed by staffing constraints, achieving both efficiency and guest satisfaction can seem like a daunting task. However, operators can utilize valuable strategies to help your restaurant maintain an exceptional guest experience while optimizing productivity even with a smaller team.

  • Leverage Technology: Embrace the power of technology to streamline various aspects of your restaurant. Implement a robust point-of-sale (POS) system integrating order-taking, billing, and inventory management. This helps reduce manual errors and saves valuable time for your staff, enabling them to focus more on guest interactions and service.
  • Optimize Staff Scheduling: Develop efficient team schedules based on peak hours and historical data. Analyze trends and data to ensure you have the correct number of employees during busy times, avoiding overstaffing during quieter periods. Properly trained and well-informed staff can handle increased workload effectively, providing a smooth guest experience. Consider offering part-time or on-call positions, allowing employees to choose shifts that suit their schedules. This approach can help fill gaps while promoting work-life balance for your staff.
  • Multi-Tasking Staff Roles: Train your staff to handle multiple roles when needed. For instance, servers who can also assist with cashier duties during slow hours or bartenders who can lend a hand with food preparation. This cross-training ensures flexibility in managing staffing requirements without compromising service quality.
  • Explore Automation: Besides technological advances in ordering and payment systems, consider automating certain back-of-house tasks. Dishwashing machines, food preparation equipment, and inventory management systems can improve efficiency, requiring less staff to manage these tasks.
  • Simplified Menu and Streamlined Inventory: Reduce the complexity of your menu by focusing on popular and high-margin items. This simplifies kitchen operations and inventory management, making it easier for a smaller team to handle orders efficiently. Additionally, closely monitor inventory levels to avoid shortages and waste, ensuring a smooth workflow.

slim down menu

  • Streamline Processes: Review and optimize restaurant workflows to eliminate inefficiencies. Identify bottlenecks and areas where tasks can be streamlined or automated. From food preparation to serving, finding ways to work smarter can significantly boost overall productivity.
  • Online Reservations and Order Ahead: Implement an online reservation system and offer order-ahead options. This service enhances guest convenience and allows your staff to better manage table turnover and preparation time, leading to a more efficient service flow.
  • Promote Team Communication: Facilitate seamless communication among your staff with digital tools or messaging platforms. Encourage staff to share ideas, challenges, and suggestions. Real-time updates and instant communication help keep everyone informed, minimizing delays and misunderstandings and ensuring a cohesive team effort.
  • Encourage Guest Feedback: Actively seek guest feedback to identify areas for improvement. Engage with reviews and comments, both positive and negative, to understand your restaurant’s strengths and weaknesses. Use this valuable insight to fine-tune your operations continually.
  • Invest in Employee Development: Empower your team with ongoing training and skill development. Knowledgeable and confident staff can handle challenging situations more effectively, contributing to improved guest experiences. Allow your team to take ownership of their roles and make independent decisions. Encouraging a sense of responsibility can lead to more effective problem-solving.
  • Outsource Non-Core Functions: Consider outsourcing non-core functions, such as cleaning services, marketing, or accounting, to external professionals. This frees up your team’s time to focus on the primary goal of delivering exceptional guest experiences.
  • Create a Positive Work Culture: Nurture a positive, supportive work culture that values teamwork and recognizes employee contributions. A motivated and contented staff is more likely to go the extra mile to provide outstanding service.
  • Prioritize Guest Engagement: Focus on personalized and attentive guest service to enhance the dining experience. Creating a memorable experience for your patrons makes them more likely to overlook any temporary staffing challenges.
  • Solicit Guest Feedback: Encourage guest feedback and actively listen to their suggestions and concerns. Address issues promptly and use feedback to improve your operations, ensuring guest satisfaction remains high continually.
  • Measure and Monitor Performance: Regularly assess your restaurant’s performance using key performance indicators (KPIs). Analyze data on guest feedback, table turnover, and staff productivity. Use this data to identify areas for improvement and implement necessary changes.
  • Collaborate with Local Culinary Schools: Forge partnerships with culinary schools or vocational training programs to tap into a pool of skilled students or graduates seeking practical experience. Offering internships or apprenticeships can be mutually beneficial.

chefs in a kitchen

While staffing challenges are common in the restaurant industry, maintaining guest satisfaction is achievable with resourcefulness and innovation. Embrace flexibility, cross-training, and technology to optimize operations with a smaller team. Encourage a positive work culture, prioritize guest engagement, and remain open to feedback. Adopting these strategies allows your restaurant to navigate staffing challenges while delivering outstanding guest experiences successfully. Adaptability and a guest-centric approach are key to thriving in any staffing situation.

 

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Enhancing Restaurant Staffing and Retention: Best Practices

Jul 25, 2023

By Amanda Stokes – Operations & Training Consultant

The restaurant industry has always been a dynamic and fast-paced environment, but the year 2023 has brought forth unprecedented challenges for restaurant owners and managers in staffing their establishments. A combination of factors, including changes in labor markets, evolving employee expectations, and the aftermath of the global pandemic, have created significant hurdles. However, despite these challenges, there are strategies that can help restaurant owners navigate this difficult landscape and ensure the smooth operation of their restaurants.

The aftermath of the pandemic has seen shifts in the labor market. Many individuals have reconsidered their career choices, leading to increased turnover in the hospitality sector. As a restaurant owner, adapting to these changes is essential, including reevaluating compensation packages, offering competitive wages, and providing enticing benefits. Moreover, creating a positive work environment that prioritizes employee well-being can be crucial in attracting and retaining talent in 2023.

The good news is that despite of the recruiting challenges that the industry is facing, some are figuring out how to staff their restaurants with qualified employees. Here are some best practices when it comes to recruiting top talent:

 

  • Employee Referrals

Employee Referrals can be a great tool to attract talented employees to your restaurant. Good employees want to work with other good employees, so they generally recommend others that will be a good fit for your restaurant. Your existing employees will be well suited to share why working at your restaurant is desirable, and what they can expect working there. They will also go out of their way to ensure that their referrals assimilate well into the culture and are welcomed by the team.

 

  • Collaborate with Hospitality Schools and Programs

Building strong relationships with hospitality schools and vocational programs can effectively tap into a fresh talent pool. Partnering with these institutions for internships, mentorship programs, or recruitment drives can provide you with access to aspiring professionals eager to make their mark in the industry. Also, the National Restaurant Association has created a program called ProStart as a workforce development program for high school students. This program allows students to gain practical work experience before they graduate. You can contact your local restaurant association and see if any local high schools near you offer this program. Many restaurants that partner with ProStart offer internships that lead to full-time employment once they graduate. This opens up an entirely new stream of talent eager to work and gain industry experience.

 

  • Pull Good Employees From Outside of Your Area

This may sound harder than it actually is. Job posting boards, including Indeed, LinkedIn, and Zip Recruiter, work well to recruit within your area. However, Culinary Agents allows you to post jobs and search for candidates across multiple cities. There could be someone looking to relocate to your city, especially if you present your restaurant as a great city to work and live in.

job postings

  • Have a Solid Hiring Plan

Great restaurant operators are always hiring and looking to upgrade talent before it becomes a 911. Focusing on building a strong team is key in avoiding “Panic Hiring,” which can lead to bringing on the wrong candidates that will ultimately not work out. A proactive approach can make recruiting less stressful and more productive.

 

  • Know When It’s Time to Go Pro

Sometimes hiring can be a daunting process for restaurant owners and managers that can take precious time away from the day-to-day business demands. Leveraging the help of a recruiting professional to attract and screen qualified candidates can be a great way to streamline the process. Although this may be more costly than doing it yourself, being short-staffed is also costly and can lead your good employees to burn-out and eventually leave you.

So now that you have a roadmap to hire exceptional talent, it is critical that you keep them happy and engaged. Retaining restaurant workers in 2023 requires a multifaceted approach that considers employee well-being, growth opportunities, and adapting to changing workforce expectations. Restaurant owners and managers can increase employee satisfaction and reduce turnover rates by offering competitive compensation, creating a positive work environment, and embracing technology. In an increasingly competitive labor market, prioritizing employee retention will be vital to building a successful and thriving restaurant.

 

  • Create a Positive Work Environment

A positive work culture can make a significant difference in retaining restaurant workers. Employees are looking to their employers to care about their well-being, work-life balance, and mental health. Encourage open communication, feedback, and recognition for a job well done. Organize team-building activities and create a sense of camaraderie amongst the team to improve job satisfaction and decrease turnover.

 

  • Leveraging Training and Upskilling Programs

In a challenging labor market, it is essential for restaurant owners to invest in training and upskilling programs for their existing team. By empowering employees with new skills and opportunities for growth, you can improve job satisfaction, increase loyalty, and reduce turnover. Encouraging internal promotions and recognizing achievements can help retain talented staff, fostering a sense of loyalty to your restaurant.

 

  • Opportunities for Growth and Advancement

One of the top reasons employees leave their jobs is the need for growth opportunities. In 2023, restaurant owners should focus on providing a clear career path for their team. Establishing a system for promoting from within can help your team to clearly see their potential growth within your company.

 

  • Competitive Compensation and Benefits

Offering competitive wages and benefits is foundational in attracting and retaining restaurant workers. As the labor market becomes more competitive, keeping pace with industry standards is essential. Consider conducting regular reviews and offering performance-based incentives to reward employees who go above and beyond their duties. Additionally, comprehensive benefits such as health insurance, retirement plans, paid time off, and meal discounts can significantly enhance employee loyalty.

 

  • Embrace Technology

Integrating technology into restaurant operations can enhance employee engagement and retention as the world becomes more tech oriented. Consider adopting digital solutions for managing schedules, training materials, and performance assessments. Additionally, invest in modern POS systems and kitchen equipment to streamline workflows, making employees’ jobs more efficient and rewarding. Eliminating obstacles and pain points for your team not only makes them more efficient but also makes them happier.

 

  • Flexibility in Scheduling

Work-life balance has become increasingly important for employees in 2023. To retain restaurant workers, consider implementing flexible scheduling options. Provide employees with the ability to swap shifts, request time off or adopt alternative work arrangements when possible. Accommodating personal commitments can lead to a more engaged team.

staff scheduling

  • Listen to Employee Feedback

Actively seek feedback from restaurant workers to understand their concerns and ideas for improvement. Conduct regular surveys or hold one-on-one meetings to address their needs and preferences. When employees see their feedback valued and acted upon, they are more likely to feel invested in the success of the restaurant and less inclined to leave for other opportunities.

 

Restaurant staffing challenges in 2023 are undeniable, but owners and managers can overcome these obstacles with the right strategies and a proactive approach. By adapting to the evolving labor market, investing in training, embracing technology, and fostering a positive work environment, restaurants can secure a dedicated and talented team that will contribute to their success even amidst the most challenging times.

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Is the New Competitive Advantage to Attract and Retain Top Talent in the Restaurant Industry Offering Condensed Workweeks?

Oct 24, 2022

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?

 

restaurant workers

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.

 

restaurant talent

 

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.

 

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How to Train and Welcome New Restaurant Staff

Mar 12, 2022

Restaurant training is a rite of passage most Americans are familiar with: recent data shows that 6 out of 10 adults have worked in a restaurant at some point in their lives. Hiring new workers can cost a lot of time and money, so it’s in every restaurant owner’s best interest to make a positive impression to retain employees. Therefore, it’s imperative that restaurants mindfully welcome and train their staff.

 

Give Informal Bonding Opportunities

Team-building activities and cheesy icebreakers sometimes cause introverted new employees to shudder. However, there are many lower-stakes ways you can encourage new employees to get to know other staff members, thereby improving communication and morale. Consider organizing a group outing or even allowing workers to stay back once a week after hours to enjoy a meal together. Creating personal connections can make employees feel more invested in their work and more likely to stick with your restaurant.

 

Mentoring Programs

Welcoming new staff with a mentoring program can be extremely beneficial for both the mentor and the mentee. Sun Microsystems found that both mentors and mentees were much more likely to receive a raise or a promotion by participating in mentoring. Surprisingly, as of 2019, only 46 percent of restaurants offered a mentor program. While it may seem tedious to organize, a meaningful mentoring program can help create lasting bonds and motivate employees to be the best version of themselves.

training program for foodservice

 

Give Meaningful Praise

According to Harvard Business Review, it’s important to praise your new employees, but certain types of praise will take you farther than others. Avoid vague statements like, “You’re doing great!” Instead, give precise compliments: “I love the way you handled that interaction with that difficult customer earlier. You have great communication skills!” This specific positive reinforcement can go a long way in helping new employees feel like they are on the right track.

 

Cross-Training Employees

Turnover in the restaurant industry is at an all-time high. As of November 2021, resignation rates in the restaurant industry had jumped from 4.8 to 6.9 percent. Abrupt line-up changes in your restaurant can have enormous trickle-down effects on your service quality. A great way to be proactive about potential turnover is by cross-training employees. This means training new employees for both front-of-house and back-of-house roles. If an unexpected resignation occurs, there will be more people who can fill in temporarily. Beyond that, cross-training improves communication between teams, minimizing misunderstandings and frustrations.

 

Employee Handbooks

An employee-in-training learns new information every day, from menu item descriptions to standard operating procedures. Even the most promising new employee can’t retain every single fact, so having an employee handbook is a great idea. This will also help new employees feel less overwhelmed by having a go-to way of looking things up when in doubt.

 

Consider Supplementing In-Person Training with Online Training

In-person training is essential for restaurant employees to get a lay of the land; however, there are many instances where in-person opportunities are limited. This has been especially true during the COVID pandemic, as some restaurants are still operating with reduced hours. An efficient way to train staff members is to consider shifting some training modules to an online program. This also allows for greater flexibility for your new employees to complete the training, when convenient or during slow periods.

 

training for wait staff

 

While statistics about employee turnover may feel daunting, giving thought to how you train and welcome your staff can go a long way in building a long-lasting team for your restaurant.

 

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Staffing Issue or Training Issue?

Oct 27, 2021

By Gregg Luther – Business Development Consultant

The driving force behind everything we do is to help you and your team understand your business, your position, how to teach, empower, follow up, exceed expectations, and why you need to engage in the things we teach.

Our mission is to help independent restaurant owners and their businesses reach their full potential.

How do we live our mission? We provide a catalog of services, based on decades of experience, both online and in-person, designed to let you choose the level of service and support you need to achieve your goals and work on your business instead of in it.

Restaurant Online Training and Operating Systems

Our online training programs provide digital video training and skills assessments and can be purchased separately or as a complete package and work across any smartphone, PC, or tablet. Available in English and Spanish.

Synergy SYNC: A comprehensive online training for all hourly positions, systems, procedures, and best practices. SYNC is more than a loaded training platform; it’s a complete restaurant management system.

  • Improve communication with your team – You’ll have the power to send instant notifications to individuals, groups, locations, and regions.
  • Deliver comprehensive team training – Quickly deliver training courses, videos, and announcements to your team. Then, track your staff’s progress, measure their success, and help them improve.
  • Add your own training modules – Make it your own or edit the existing materials. Select a template, add an image, and upload supporting documents and videos.
  • Transparency tools – No more grading skills assessments; you’ll always be up to date on everyone’s progress, knowing who’s doing what and how well they’re doing it.
  • Digital checklists – Customizable checklists for managers and hourly positions, line checks, HACCP temperature control, audits, anything you keep on a clipboard can now be stored digitally and quickly accessed.
  • Resource library – SYNC is packed with job descriptions, hiring guides, and standard operating procedures.
  • HR toolbox – Professional classes on sexual harassment, workplace bullying, and Food Safety certifications and documentation.

 

 

 

Synergy University Restaurant Manager Certification:  The individual SynergyU certification is a masterclass certification created by subject-matter experts in restaurant management principles that leverages 33+ years of best practices via online, video-based training and skills assessments.

From understanding your P&L, designing a profitable menu to resolving guest issues, and crafting great interviews, it would take you years of working with multiple managers with differing skill sets to learn and understand these universal best practices and industry insights.

Hands-on Implementation and Executive Coaching

SYNC Live: An objective concept assessment can discover potential efficiencies, cost savings, and operations and procedures improvements. We send in our training experts to develop and implement the turnaround plan with your team and teach you how to execute best practices. We’ll provide all the tools and systems needed to be successful and give strategies to organize better and simplify your business, reduce turnover, improve customer service, drive sales and profitability.

The on-site evaluation of all aspects of your business; operating systems, training, review of menu offerings, and food and beverage delivers detailed recommendations for improvement with a short-and long-term action plan to achieve results.

We develop the turnaround plan with your team and teach your team how to execute best practices. We’ll provide all the tools and systems needed to be successful and give strategies to organize better and simplify your business, reduce turnover, improve customer service, drive sales and profitability.

Executive Coaching: Synergy’s highly specialized restaurant professionals have proven track records, with each one of our extraordinary team boasting decades of experience in their field. Synergy has experts in every corner of the restaurant industry. Whatever the cause, Synergy has your executive coach.

Our Purpose

Synergy Restaurant Consultants can help you systematize, standardize, and optimize your business. Sync programs deliver the right level of support for your business needs and the proper steps for every function and every position in your restaurant.

All this for one purpose: to create great work and life experiences for our clients and their teams to create great experiences for their guests. Comprehensive and quality training is the key to addressing your staffing issues.

Reach out to Synergy today for a demo or to learn more!

 

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Tackling Staff Shortages

Jul 28, 2021

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.

hiring sign
Make applying easy

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:

What are employers doing to stand out?

 

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!

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Hiring Gen Z

Jul 28, 2021

by Rita Imerson – Operations & Training Consultant

 

The generation born between 1997 and 2012 is currently entering and becoming a large part of the hospitality industry workforce. Characterized as “technology natives,” this generation is financially focused and entrepreneurial as well as competitive. They want to be heard, they are diverse demographically, and they prefer independence.

 

hiring restaurant waiters
Gen Z restaurant workers taking a break

 

Understanding their core characteristics helps us identify hiring strategies that will appeal to this generation while also determining how to retain and develop them.

 

Some Restaurant hiring strategies that appeal to younger job seekers:

  • Seamless online or app-based applications
  • Make sure your hiring platform isn’t glitchy or too many steps
  • If you require a resume upload, consider eliminating the input of job history as it’s repetitive and may turn away candidates with limited time
  • Consider initial video interviews
  • This may be more comfortable, especially for first-time job seekers
  • Don’t make assumptions based on the casualness of appearance or attire
  • Fun and engaging social media that highlights current team members
  • Messaging to job seekers that business education will be a part of the job experience
  • Sharing company values that are community, environmentally and socially positive
  • A relaxed and fashionable dress code
restaurant staff
Gen Z wait staff

Retention Strategies for Gen Z Team Members

  • A robust orientation, onboarding, and training program in which expectations are focused and clear
  • Constant check-ins and communication
  • Make sure their feedback is captured and followed up on
  • Use of an app-based scheduling platform
  • Flexibility in scheduling
  • Assistance with financial planning and budgeting
  • Fun benefits that appeal to younger people
  • Amusement park passes
  • Free meals at local restaurants
  • Movie gift cards
  • A “give back” benefit, i.e.: time off for volunteering or participation in an organization led community program
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Keeping Restaurant Employees On-Board Even When the Going Gets Tough

Jul 27, 2021

Those in the foodservice industry know it’s no picnic at times. The grueling hours, the unpredictable pay, the rude customers—these things can sometimes add up and cause restaurant workers to rethink their career paths. However, at its best, a restaurant job is exciting, fast-paced, and social. A restaurant team can feel as warm and supportive as family. Those with a passion for food would have difficulty finding a career as rewarding as creating the perfect dining experience again and again.

 

The shutdown and reopening of the world since the beginning of the COVID-19 pandemic have caused restaurant workers to resign at record rates.

 

A survey conducted by UC Berkeley found that the top driving factors that could prevent these folks from leaving the industry included better pay, paid sick leave/health insurance, a better work environment, and safer COVID practices. Here’s a closer look at each reason, along with some practical tips to keep restaurant workers on board in even the most challenging situations.

 

A Livable Wage

The most commonly cited reason for leaving restaurant work was low pay. Restaurant workers often make a base rate below minimum wage (often $2.13 an hour) and then work for tips, which can vary greatly depending on the shift. Implementing fair practices and procedures surrounding access to the most lucrative shifts can go a long way in helping restaurant workers feel they are getting a fair deal. Beyond that, some restaurants are trying out a radical new concept called a Fair Wage Fee, which eliminates or reduces the power of tipping and charges a set fee to ensure workers make a livable wage.

 

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Many foodservice employees rely heavily on tips

 

Restaurant Sick Leave and Health Insurance

A report conducted by ToastTab found that 31 percent of restaurants surveyed offered health insurance. A mere 12 percent offered parental leave. Leading the way in the industry is Sweetgreen, a salad chain now offering 5 months parental leave to new mothers, fathers, and adoptive parents. This may seem radical in an industry with high turnover; however, restaurants like Sweetgreen might be putting these policies in place to prevent turnover and create a more cohesive company culture.

 

It may not be possible to grant these expensive benefits, especially when a new restaurant is just getting its footing. But other benefits like sick leave or a flexible schedule can attract new workers who are choosing which restaurant to work for. Insurance and parental leave packages can be long-term growth goals for newer establishments.

 

Leaving Hostility Off the Table

Many leave the restaurant industry due to a hostile work environment. Reports show that sexual harassment can be pervasive in the industry. Implementing a formal sexual harassment training program can help prevent situations before they start. Beyond harassment, some first-person accounts show a culture where staying silent about toxic coworkers can become the norm. Consider creating a formal process to file and address complaints. While this may seem like you are asking for trouble, you are more likely making your workers feel empowered, which can be rare in the restaurant industry. This support—feeling like an employer has their back—can help retain your employees for a more extended period.

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Keep your employees safe

Safety During a Pandemic

The COVID-19 pandemic created an unprecedented concern for safety in the restaurant industry that was difficult to ignore. Many employees felt powerless when their restaurants’ mask-wearing, cleaning, or social distancing protocols did not align with CDC guidelines. Keeping up to date with the current guidelines is imperative to creating a safe space for employees. Continued training surrounding the evolving safety procedures can help remind restaurant workers that their safety is valued.

 

For all of these reasons and more, it’s crucial to have access to a restaurant training program. Programs like these help create a solid foundation to ensure restaurant workers feel valued even through the most challenging times. Adequate training (should this link to the new website instead of the regular Synergy one?) can help secure the future of the entire industry.

 

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Why are Restaurant Workers Quitting?

Jul 14, 2021

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.

 

restaurant jobs
Why are restaurant workers quitting so much now?

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.

 

restaurant workers
Support your staff

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.