Turnover is very costly, in terms of both time and money. Recent studies show that the average cost to replace an employee is around $6,000. And so with industry turnover rates hovering around 73%, losing an employee can be a costly disruption to the daily operations of a business that is already running on paper-thin margins. While there’s no surefire way to retain employees, here are some ways you can help your staff stay invested in your business and show that you care.
How-to: Avoid Employee Turnover
Leverage the Culinary Agents' platform to market your jobs to ideal candidates from the start; showcase your employer brand, write an informative job post and take advantage of passive candidate matching. When you do begin to interview look to see how the individual will fit within your current team structure and culture. Consider the strengths that the individual can bring to the team and flag any personality traits that may lead to conflict down the road. Involve members of your team in the hiring process; buy-in from those who will work directly with your new hires lays a foundation for success and shows that you value their opinions.
Thoroughness and consistency are important for developing a sound training and orientation program allowing employees to become familiar with your restaurant and giving your new hires the information they’ll need to succeed. Providing opportunities for continuing education and advancement will also show your employees you care about them, their performance at your restaurant, and their future as part of your team.
Encouraging communication between executives, managers, and hourly employees will help your team feel more ownership of their respective roles and the success of the business. Take time each week to ask questions and hear employee suggestions. In addition to open lines of communication, providing anonymous surveys and holding exit interviews will allow you to uncover reasons for tension and prevent future employees from leaving for the same reason.
Effective scheduling helps prevent employee complaints about not enough hours and staff burn-out from too many hours. When possible, publish shift schedules two weeks or more in advance and establish firm deadlines for staff to submit their availability each month. Keep and monitor a detailed record of hours and time off requests. Creating a scheduling system that honors availability requests will demonstrate that you respect your employees' commitments and avoid the “just-in-time” scheduling, which gives employees little-to-no notice. Tracking hours worked will also keep your employees happy while avoiding overtime pay.
At times, the daily operations within the restaurant industry can feel like a thankless job. Make a point to show your team that you appreciate their hard work. It can be as simple as recognizing their efforts in front of the whole staff before a shift and celebrating their work anniversaries.