The restaurant business is experiencing a labour shortage, which the pandemic has exacerbated. Employees are resigning in droves, causing the “Great Resignation” and making it difficult for businesses to retain talent. The COVID-19 pandemic is the most commonly credited, even though several others. Indeed, the virus has drastically altered the workplace, and restaurants must adapt or risk losing their businesses. You must captivate interest to hire and retain your restaurant staff. You must persuade them that your restaurant is the best place to work.
Your restaurant’s personnel is one of the most important factors in determining whether the restaurant’s reputation is good or bad. Because the recruiting process consumes significant time and money, you want to ensure that it is done right the first time. Good workers are a clear indicator of a good restaurant and excellent service; thus, it is essential to hire the best staff and to do so, you must follow specific procedures that will assist you in building a great restaurant team.
How To Hire And Retain Restaurant Staff
Here is how to hire and retain your restaurant staff.
1. Hire The Right Talent
Never assume that all of your managers agree on what constitutes a good employee. For instance, before doing the first interview, sit down with them to discuss the basic principles that all workers will need to possess.
Managers should coordinate between interviews to identify any areas of concern that others should examine further. This process also guarantees that all recruiting managers are on board, ensuring that no employees are hired because one manager campaigned for them.
Of course, the goal of interviews is to find exceptional prospects, but you should never forget that the applicants are also assessing you. This means: arriving on time, reviewing their résumé ahead of time, and dressing correctly; these factors will go a long way toward establishing a positive impression of what to expect if they join the team.
Keywords characterizing your corporate culture, as well as your restaurant’s idea, type of service, estimated opening date, and any applicable job description and schedule requirements, should all be included in your adverts. In addition, advertisements should be presented professionally and delivered across many platforms (online, word of mouth, and social media).
2. Provide Comfortable Environment
After hiring, there comes a need to retain your best talent. Here are some ways to do the same.
(i) Open Communication
Communication within your team is essential for a happy and healthy workplace. The more communication you have, the better you’ll be able to supply your employees with what they require to stay at your business. At the end of the day, your team is who you are. The people working for you are why your restaurant is growing and thriving.
The kitchen against the front of the house is a major source of frustration for many restaurants. This “us-versus-them” mentality creates conflict and leads to stressed and unhappy employees who are more prone to look for work elsewhere.
Instead, use staff events and carefully picked words and phrases to promote team cohesiveness and eradicate divided thinking. As a result, employees have more patience and work better as a team.
Keep in mind that you should expect some criticism and not make an employee feel guilty for being honest. People appreciate being heard. It gives employees a sense of worth and encourages loyalty, making them feel invested in the company.
Invite team members to offer comments and provide feedback on what they think is working and improved in the restaurant.
(ii) Special Perks
To recruit long-term employees, it’s essential to provide a health benefits package. Many restaurant employees quit before the mandatory healthcare waiting time is completed, making the initial investment in a healthcare plan a hazardous proposition for restaurant owners.
The National Restaurant Association has a healthcare marketplace designed exclusively for restaurant operators, including restaurants with less than 50 employees.
A lack of health coverage is one of the most prevalent reasons people quit the foodservice business to pursue more secure employment. Long-term, the advantages of providing health insurance exceed the disadvantages, but getting through the early hurdles is challenging.
Therefore, restaurant owners can minimize turnover and retain good employees by offering a benefits package, saving time and money training new employees. Some employees, notably waiters and waitresses, may not make enough money to cover the cost of health insurance.
3. Reason To Stay
You have heard of exit interviews and talks. Stay interviews, on the other hand, have a whole other function. Because the service industry is no stranger to employee turnover, you’ll want to ensure you can reach out to any employees who appear disgruntled at your establishment.
If you suspect an employee is about to resign, schedule a one-on-one meeting with them. Inquire about their work and what’s going well for them.
Then dig deeper into your chat and inquire about what isn’t working well at work for them. The more open you are to receiving input from disgruntled employees, the more their connection with you will be valued, and they will feel heard.
You can also act on their suggestions to make your restaurant a better place to work. Offering greater compensation—when competing with other restaurants for the finest personnel—is quite appealing as well.
At The End
Diversity is your friend when it comes to putting up a team; this applies to knowledge, skill set, previous experience, and personality. When bringing individuals on board, keep a sense of balance in mind since a varied and dynamic team allows everyone to learn from one another.
Avoid employing a large number of workers from the same restaurant. To hire exceptional people, you must first determine what important attributes an employee must possess to give the finest version of your brand experience while contributing positively to your corporate culture.
Restaurant openings are a once-in-a-lifetime chance to employ a group of individuals who are all on the same page from the start, so your leaders must follow a systematic approach to decide which applicants are the best match for your opening team.
