Our economy is on the move. That means we\u2019re going to be reading a lot about foodservice employment issues in the coming years. Be prepared for a raft of stories about employee shortages and the dire implications it will have for our industry.<\/p>\n
In the restaurant world, some industry giants are already anticipating the worst: Carl\u2019s Jr. and Hardee\u2019s are making noises about going \u201cemployee free\u201d and McDonald\u2019s is trying to sell entr\u00e9es through vending machines. <\/p>\n
I advocate a different approach, one that\u2019s well-suited for healthcare dining. Let\u2019s assess our environment logically and determine what\u2019s working with employees now and how it\u2019s changed over the past few years. It\u2019s certainly true that more opportunities are available in the marketplace and some people are heading toward higher-paying jobs. <\/p>\n
BUT\u2026<\/p>\n
Not every foodservice operator is experiencing an employee-finding or employee-keeping crisis. The operations that are continuing to thrive have accepted that keeping employees happy takes just as much attention as keeping customers happy. <\/p>\n
Think of the way you approach your food menu. It has to be diverse, with a blend of favourites and exciting new ideas. And it has to be periodically reworked and improved to match the changing tastes and expectations of your diners.<\/p>\n
It\u2019s just as important to adapt your leadership style to meet the evolving concerns of your employees. What worked today won\u2019t necessarily work tomorrow. But the good news is that there are certain universal needs at the foundation of every employee desire, demand and complaint, from the back of the kitchen to the corner office. I call these needs \u201cThe Biggies.\u201d
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\nThe way you address these needs may vary as you deal with different economic conditions and age groups, but they should always be top of mind when you\u2019re strategizing recruitment and retention strategies. <\/p>\n
The Biggies are all under your control\u2014and they\u2019re likely what you want from your job as well, so you\u2019ve got a leg up in translating them into effective policies.<\/p>\n
Looking to maintain good morale and prevent a revolving door of staff turnover? Achieving this is easier than you think. A sense of value.<\/strong> Being valued equates to feeling you\u2019re an essential part of the employment partnership. The employer provides the job, the employees provide their skills; it\u2019s a mutually beneficial relationship.<\/p>\n A trusting relationship. <\/strong>The best example I can provide on how to earn and keep trust was given to me by one of my first mentors many years ago. \u201cKenny,\u201d she said, \u201calways remember, if a dog will bring you a bone, he\u2019ll take one away.\u201d That means you should talk about my work only with me. Don\u2019t talk about my work to someone else or talk to me about someone else\u2019s quality of work. That will destroy trust\u2014and loss of trust is No.1 in Patrick Lencioni\u2019s book, The Five Dysfunctions of a Team.<\/p>\n A positive environment.<\/strong> This isn\u2019t about giving me a new job; it\u2019s about letting others know your positive thoughts about me.<\/p>\n Appreciation.<\/strong> Saying \u201cgood job\u201d is never enough. Tell me exactly what I did and why it mattered. Great affirmation must be positive, timely, concise, vivid and descriptive. \u201cMike, you rocked our world today; pitching in to help plate dishes when he was falling behind prevented a disaster.\u201d<\/p>\n Mentoring.<\/strong> People who consider themselves happy in their roles can almost inevitably point back to a boss or two who took a special interest in them and showed them the ropes.<\/p>\n Inclusion.<\/strong> While it isn\u2019t appropriate to share everything with everyone, it is always appropriate to ask people for their opinion on issues that concern their role. The best improvement suggestions always come from those doing the job. It\u2019s hard for any of us to complain about an idea that was ours. Feeling involved extends beyond your four walls: Choose a charity, form a committee, raise dollars, give time; it\u2019s a great camaraderie-building experience.<\/p>\n A challenge.<\/strong> Think about this in bigger terms than goals and contests. Imagine how powerful it is to be asked to help make the entire operation better. It opens a world of possibilities for you and your employee.<\/p>\n A mission.<\/strong> Missions have to be repeated\u2014often. Pre-shift and post-shift meetings are about focusing the team on what needs to be done and motivating them to accomplish it. <\/p>\n Empowerment.<\/strong> Knowing that I don\u2019t need to go to my manager for every decision builds my self-esteem.<\/p>\n Let others worry about potential labour shortages. Focusing proper attention on The Biggies is a much more productive use of your time. You\u2019ll establish a reputation as an employer of choice, and that will serve you well in any labour condition.<\/p>\n","protected":false},"excerpt":{"rendered":" Finding and keeping employees takes the right motivation, and it\u2019s all within your control. Our economy is on the move. That means we\u2019re going to be reading a lot about foodservice employment issues in the coming years. Be prepared for a raft of stories about employee shortages and the dire implications it will have for […]<\/p>\n","protected":false},"author":19,"featured_media":26947,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[122,68,69,111],"tags":[],"class_list":["post-25659","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-catering-small-business","category-culinary-ideas","category-running-your-business","category-healthcare"],"acf":[],"yoast_head":"\n
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\nFair payment.<\/strong> Keep in mind that money is ultimately a \u201cdissatisfier\u201d because anyone can always find a higher-paying job if that\u2019s all they\u2019re looking for. (It rarely is.) Compensation doesn\u2019t have to be superior, but it has to be competitive. The best way to determine prevailing local rates is via chambers of commerce, the internet and surveys.<\/p>\n