A high turnover rate typically means that our employees are unhappy or unsatisfied with their work environment or unhappy working as part of your team. This may be because they are overworked, they feel like they are treated differently to other employees, there is no career development opportunities, or because the culture within your restaurant is not a pleasant one to work in. We can slow down turnover by adopting the plan below. Have your restaurant fully staffed enables it to run more efficiently and helps make financials as well as operations achievable.

KEEP THE WORKLOAD FAIR: Nobody likes to feel overworked and exhausted. Some employees will feel excited by a challenging position in the restaurant, but setting only a select few team members with excessive amounts of work is sure to cause them to feel underappreciated, overworked, and overwhelmed making them want to leave. Overworking your team will definitely increase turnover and call-outs which leaves you restaurant understaffed.

PERIOD ONE-ONE-ONES: It is important to get to know your employees and also to get them to know each other. One of the most important things you can do is to get to know your employees on a more personal level. Find out if they have any children, where they like to vacation, what motivates them, if they like animals, where they went on holiday last year, etc. People love to know that someone else is interested in them. This will make them feel wanted as part of the organization and helps to increase their morale and encourage them to stay with the company.

Essentially, understanding each employee’s personality allows you to put them in the right working environment and react to them in the most effective ways; making them more satisfied and decreasing their likelihood of leaving.

MAKE EMPLOYEES FEEL WANTED & NEEDED: There are lots of ways to build respect and trust. Allow your employees to be a part of the PULSE Survey development plan. Some of the easiest and simplest ways include sharing the responsibility, engaging them in decision making, and asking for their opinion. You should always aim to create a positive work environment and to be open and transparent with your employees.

Always remember that trust and respect is a two-way street. You should trust and respect your employees, and they should trust and respect you back. Make sure you promote a trusting and respectful environment and take action on any employees that show distrustful or disrespectful actions to any other employee(s).

HIRING THE RIGHT TEAM IN THE FIRST PLACE: Hiring the right people who instantly feel like they have the correct skills and fit into the culture will reduce your turnover rate instantly. To hire the right people for the right job, you need to be upfront in the recruiting process as to what will be expected of the employee once they start working. Set BurgerBusters’ expectations and standards from day one during the onboarding process.

OFFER COMPETITIVE PAY: At the end of the day, the main reason your teams comes to work everyday is to earn money, so we can use this to your advantage to keep our employees! One way in which you can ensure your employee turnover reduces and retention increases, is to offer competitive pay. Keep a watch out on your neighboring restaurants and their pay and incentives.

Try and offer more than, or the same as, your competitors. This will attract the best candidates and ensure they do not feel that they could get a better deal elsewhere, reducing their desire to leave in the future.

BE FLEXIBLE

  • Work with the employee schedule
  • Post schedules 2 weeks in advance
  • Fairly schedule holidays
  • Schedule weekends fairly

EXPLAIN BURGERBUSTERS’ CAREER PATH DAY 1: Your teams might not actually be dissatisfied with the company or their current role, it is possible that they may just feel that it is time to progress in their career and that is something that is not being offered to them.

Sometimes, employees do, unfortunately, want more than you can offer, but if you are losing valuable employees because they feel like you cannot offer them career development, when you can then you are making a huge mistake!

TOP DISTRICT MANAGERS WHO MAINTAINED STAFFING THROUGHOUT THE YEAR IN 2022

Lakhvir Singh

Robin Kincade

Brenda Cronk

TOP RESTAURANT WHO MAINTAINED STAFFING THROUGHOUT THE YEAR IN 2022

Unit No. 16062 / Culpeper, VA / RGM – Tim Clements

Unit No. 33522 / Route 3 West; Fredericksburg, VA / RGM – Nicole Fortune

Unit No. 32538 / Hilltop; Spotsylvania, VA / RGM – Vanessa Garnett

 

By: Jeanette Jones
VP of Special Operations