How Restaurants Can Navigate the Staffing Crisis
The other evening, I found myself elbow-to-elbow with other patrons at a bustling local eatery. The ambiance felt frantic rather than welcoming, the delicious aromas competing with a sense of chaos.
I questioned Sarah, the restaurant's owner, about the situation. As she darted from table to table while simultaneously giving orders to an understaffed kitchen, she shared that restaurants like hers are struggling—not due to lack of business, but because they simply don't have the staff to handle it all.
She also shared that this chaos isn't unique to her restaurant; it's an industry-wide issue that speaks to a larger, systemic problem that is affecting our local community and economy.
Her words took me back to my university days when I too was a part of the bustling world of hospitality. The memories of late-night shifts, the chaos of a busy kitchen, and the sporadic income from tips filled my mind. As a university student working through the summer, I was okay with the inconsistent hours and the lack of health benefits. But when I consider Sarah’s current employees, many of whom have families and other commitments, the situation grows more complex.
And therein lies the problem. The hospitality industry enriches our lives and is vital to our community and economy. Its current struggles affect us all, which means finding solutions is not just important—it's essential.
Here are a few actionable strategies that may help:
Reevaluate Wages: The age-old adage "you get what you pay for" rings true in any industry. However, in the hospitality sector, the margin for profits is often razor-thin, which makes raising wages a tough decision. Creative financial incentives like performance bonuses or modest profit-sharing plans can make the job more attractive. Additionally, offering more consistent hours can provide employees with a predictable income, making the job more stable and appealing.
Small Perks, Big Difference: Simple gestures can make a world of difference in how staff feel about their workplace. Consider perks like free meals, employee discounts, or even flexible schedules that are stable enough not to disrupt life outside of work.
Lean on Your Team: Your employees are your most direct link to what's actually happening on the ground. Regularly consult them for input on working conditions and possible improvements. Create an open environment where they feel comfortable sharing their views.
Economic Equality: When the night is done and it's time to divide the spoils, remember, it's a team effort. Encourage wait staff to tip out so that dishwashers, cooks, and other support roles share in the financial perks. This fosters a sense of equality and shared mission.
Explore Local Partnerships: If current strategies aren't producing the desired outcomes, consider partnering with local educational institutions. Culinary schools, high schools with vocational programs, or even community colleges could serve as pipelines for potential employees who are already trained or interested in the hospitality industry.
Offer Skill Development: Turn the job into a learning experience. Offer workshops, cross-training, or even simple mentorship programs. Not only does this make the role more appealing, but it also gives your employees the tools they need to excel.
Listen and Adapt: This is an ongoing process. Keep track of what's working and what's not. Use employee feedback and performance metrics to constantly adapt your approach.
Sarah's story and my own experiences made me realize that the challenges facing the hospitality industry are as complex as they are urgent. But the good news is that, with some creativity and a willingness to adapt, it's possible to turn things around. The industry does not have to be a revolving door of transient workers; it can be a fulfilling and viable career option for many.
So, as a challenge this week, if you’re struggling with retaining employees in the hospitality sector or elsewhere, I encourage you to consider implementing just one change in your staffing approach. Can more flexibility be built into the workplace? Can you provide more perks, give greater voice to your team, or offer skill development?
We all have a role to play in shaping the future of any industry and building stronger workplace cultures. It starts with taking that first step.
Best wishes, Lauren
P.S. Are you a nonprofit or small business owner, HR manager, or someone committed to making a positive change in your workplace culture? I offer a complimentary 30-minute consultation to help you explore actionable strategies. Feel free to reach out and let's make positive change happen.