You don’t need to be in the restaurant business to realize employees are constantly coming and going. Waiting tables, bussing, hosting– these are classic first and part-time jobs that many people cycle through at various points in their careers.
In fact, the National Restaurant Association (NRA) estimates that the restaurant industry had a turnover rate of almost 75% – more than 50% higher than the U.S. private sector in 2018.1 The NRA also predicts that employee tenure will remain static or shrink by 2030, meaning turnover is not going to improve anytime soon.2
If this issue isn’t on your radar, it needs to be. Luckily, emerging tools and strategies are making turnover a solvable problem. To help you with this perennial challenge, we’ve put together three steps for hiring and retaining restaurant employees in today’s job market.
Did you know the average small business hiring manager spends an estimated 20 hours to find one successful hire?3 When you break down the investment that goes into a single hire, you start to recognize the need to be as efficient as possible. Here are a few tips to help guide your hiring process.
This next step is just as important as the first, and that’s because it’s often cheaper to retain employees than hire new ones.3 When looking at the key variables that influence restaurant employees to stay, compensation, scheduling and opportunity for advancement are the three most important areas to focus on.
How you manage your employees has the power to improve your business. A recent study by Gallop showed that workplaces with happy employees outperformed the competition by 20%.3 When you care about your job, you do it better. How can you get your restaurant employees to care more? Here are some strategies: