Escape hiring woes with retention strategies

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Spend less time seeking new staff by keeping your team intact.

The foodservice industry recovery presents good news and bad news:

The good news: 89% of Canadians are looking forward to going out to a restaurant with family and friends again.
The bad news: The labor shortage is one of the biggest hurdles restaurants have as they plan reopening and growth.

A Restaurants Canada survey shows 64% of operators expect staffing levels to be about the same or higher than they were prior to the pandemic. With fierce competition to find labour, itā€™s more important than ever to reduce turnover and retain your best workers.

Hiring is expensive. So is scheduling to cover vacancies, recruiting job candidates and onboarding and training. Itā€™s actually less costly to invest in motivating employees so they will stick around. Here is a reminder of some proven strategies:

Have an IMPACT on retention

Your intuition and business skills may not be enough. Use the IMPACT approach to engage employees and remind them why their work matters:

  • I ā€” Involved. Deepen bonds by showing youā€™re invested in the teamā€™s outcome.
  • M ā€” Mentor. Guide your team through unfamiliar situations to build confidence.
  • P ā€” Pay. Compensate them in ways that go beyond hourly wages.
  • A ā€” Appreciate. Single out top performers publicly, if possible.
  • C ā€” Challenge. Offer opportunities so people reach to perform at a higher level.
  • T ā€” Trust. Create a relationship that encourages people to bring concerns to you.

Leadership enhances retention

Most employees donā€™t quit a job, they quit a boss. Retain employees by being a boss who balances being in charge and understanding human behaviour. Workers are more likely to stick around when you exhibit leadership skills like these:

Plan check-ins and evaluations 

  • Schedule performance meetings to track growth. 
    • Giving advice builds confidence
    • Listening to feedback strengthens relationships

Offer ongoing education 

  • Have open training for food, beverage and kitchen skills.
    • Paying for ongoing certifications invests in your team
    • Building their skills benefits cross-training and promotion

Connect with employees 

  • Yes, itā€™s a business, but itā€™s not all about business. 
    • Ask employees about their lives outside of work
    • Organize staff appreciation activities

Offer incentives

  • It doesnā€™t take much to show appreciation:
    • Offer a cash reward based on attendance or number of call-ins
    • Give bonuses based on progress and improvement
    • Provide a free staff dinner to everyone
    • Reward people with the choice to work preferential sections, desired shifts, or assign them to lucrative events, like parties or events
    • Create an ā€œEmployee of the Monthā€ to honour and motivate team members

Ask your Gordon Food Service Sales Representative about ā€œStaff Smarts,ā€ our staffing guide to help you manage todayā€™s labour challenges. 
 

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