From Revolving Door to Loyal Workforce: A Comprehensive Guide to Transforming Your Foodservice Workplace and Reducing Turnover
The food industry has a reputation for its high turnover rates. However, this challenge is manageable. By researching and addressing the root causes of these issues, implementing targeted strategies, and fostering a supportive work environment, employers can significantly improve employee retention and create a thriving workplace where employees feel valued, respected, and motivated to stay. With addressing the fact that who we are hiring are leaving quickly, we must first look at ourselves and how we are hiring and treating them once they work for us. Therefore, addressing these aspects is key to reducing turnover and building a loyal and dedicated team.
Prioritize Hiring Practices
The foundation of a successful team starts with hiring the right people. Implement rigorous hiring practices that prioritize cultural fit, attitude, and potential over experience alone. A team of motivated and positive individuals creates a supportive work environment that naturally attracts and retains talent.
How we hire our employees and management team is important to our success and also contributes directly to our failures. Having a Multifaceted Interview Process that looks beyond a resume and a candidate's reported skills and experience is important. Understanding their personality, character, and trainability to your company’s practices is more important.
Behavioral Interviews: Besides asking questions about past experiences to gauge how a candidate handles different situations, provide questions with scenarios that allow them to explain how they would address the identified concern.
Skills Assessments: Test their ability to do the job in a relevant practical aspect of the interview process. I usually do this first, to see how they function in the environment where they will work. I normally walk around the area and ask them for their feedback on what is right or wrong with it. In a bartender role, for instance, I would order drinks that are commonly not made properly and sit in the distance and watch what they do, even though they think that I’m not paying attention. I learned a lot through these simple and quick observations.
Personality Assessments: With the technology and software that’s on the market, you can use them to get insights into work style, communication preferences, and potential cultural fit.
Transparent Expectations: Clearly communicate the job responsibilities, company culture, and performance expectations to set the stage for a successful partnership. Have them do the work they’re hired to do and not have them fill whatever position you desire, especially without the appropriate compensation.
New Hire and Probationary Period
Structured Onboarding: Provide new hires with a structured onboarding program that includes training, mentorship, and regular check-ins to ensure they understand the role and are integrating well into the company.
Performance Evaluation: Conduct a thorough evaluation at the end of the probationary period, assessing both hard and soft skills, and use this as an opportunity to provide constructive feedback and address any concerns.
Ongoing Evaluations and Feedback
Regular Check-ins: Schedule regular one-on-one meetings between employees and their managers to discuss progress, challenges, and career development goals.
360-Degree Feedback: Implement a system where employees receive feedback from their managers, peers, and direct reports (if applicable) for a more holistic view of their performance.
Employee Evaluations of Employers: Encourage employees to provide feedback on their managers, work environment, and company culture through surveys and dedicated feedback channels.
Open Communication and Transparency
Create a Safe Space: Foster an environment where employees feel comfortable sharing feedback, raising concerns, and suggesting improvements without fear of retribution.
Address Issues Promptly: Take employee feedback seriously and address any valid concerns promptly.
Share Company Performance: Keep employees informed about the company's performance, goals, and challenges to create a sense of shared purpose and ownership.
Benefits of this Approach
Improved Hiring Decisions: Reduce the risk of bad hires by gaining a more comprehensive understanding of candidates' qualifications and potential fit.
Increased Employee Engagement and Retention: Create a more positive and supportive work environment where employees feel valued and empowered to contribute their best.
Enhanced Performance: Identify and address performance issues early on and provide opportunities for continuous growth and development.
Stronger Employer Brand: Build a reputation as an employer that values its employees, invests in their success, and promotes a culture of open communication and accountability.
Adopting a holistic and collaborative approach to hiring and performance management, such as this, companies can create a win-win situation for employees and employers, leading to greater success and satisfaction for everyone involved including the service that your customers receive.
Invest in Leadership Development
Equip managers with the skills needed to lead effectively, including communication, conflict resolution, and team building. Effective leadership fosters a positive work environment and reduces turnover.
Engage and Empower Employees
Engaged employees are more likely to stay. Create opportunities for employees to participate in decision-making processes, offer regular feedback sessions, and organize team-building activities. This fosters a sense of ownership and camaraderie.
Cultivate a Culture of Respect, Not Servitude
Replace the outdated "customer is always right" mentality with a commitment to fairness and mutual respect. Train employees to handle difficult customers with professionalism and empower them to stand up for themselves when necessary. A workplace where employees feel safe and respected fosters loyalty and reduces stress. Having a dictatorial approach to management is unhealthy.
Prioritize Comprehensive Training and Development
Saying your company provides training is not enough but having a structured program that provides each employee with the same training is key. Also, consistent training fills in the gaps for even seasoned employees. Invest in thorough onboarding programs with clearly defined standard operating procedures (SOPs) and ongoing training opportunities. This equips employees with the skills they need to succeed and demonstrates your investment in their professional growth.
Showcase examples of career growth potential within your business such as:
Culinary Careers: Opportunities to become chefs, sous chefs, or kitchen managers.
Management Tracks: Paths to becoming shift leaders, assistant managers, or general managers.
Specialization: Training in areas like sommelier, barista, or mixologist.
Reimagine Scheduling Practices
Traditional schedules and shifts should be updated with newer solutions. Offering ten- and twelve-hour shifts with more days off is attractive to employees, especially those with multiple jobs and lifestyle preferences.
Approving schedules and time off based on seniority alone can breed resentment and disincentivize early planning for employees who like to plan and schedule important events and activities in advance. Encouraging early planning and time-off requests also assists in scheduling, especially during holidays.
Providing consistent schedules also allows employees consistency in their personal lives. Remember that employees work to earn a living but if an inconsistent workplace consistently disrupts their lives they will leave you.
If you have a habit of cutting shifts and understaffing, placing an unnecessary strain on your current talent for the sake of profit don’t expect people, especially good talent to remain with you.
Transform Shift Meetings into Productive Dialogues
Shift meetings should not be one-sided lectures. Encourage open communication, actively listen to employee concerns, and solicit their feedback on operational improvements. When employees feel heard and valued, they are more likely to be engaged and invested in their work.
Rethink Compensation and Benefits
Inadequate compensation is a primary turnover driver. To attract and retain talent, employers must:
Increase Base Pay: Ensure wages are competitive within the industry and region.
Offer Comprehensive Benefits: Provide health insurance, retirement plans, paid time off, and other perks to create an attractive employment package.
Implement Incentive Programs: Reward hard work and dedication through performance-based bonuses, profit-sharing, or other incentives
The Takeaway
Addressing the high turnover rate in the food industry requires a proactive and comprehensive approach. By implementing these strategies and fostering a positive work environment, employers can significantly enhance employee retention, create a thriving workplace, and ultimately achieve long-term success. Remember, investing in your employees is an investment in the future of your business.
Need help developing a comprehensive training program? Ready to change workplace culture and reduce turnover? Contact The Culinary Management Company at Corporate@CulinaryManagement.Co today to learn more about our customized solutions for training, leadership development, and employee engagement. Let us help you build a loyal and motivated workforce that will drive your business forward. We can assist you in creating customized training solutions tailored to the unique needs of your foodservice establishment. Contact us today to learn more about how we can help you build a more engaged and skilled workforce.