Keeping Ahead of the Restaurant HR Curve

getting ahead of the HR Curve in restaurants

Any restaurant or bar manager will tell you: it’s a dog-eat-dog world in the Food and Beverage Industry. Fluctuating supplies, grouchy customers, never-ending messes and constant HR challenges.  Owning or operating a food and beverage establishment is a demanding, time-consuming profession made worse by a prevalent, never-ending supply of workforce issues.  Here’s a look at the problem and a few tips on getting ahead.

  1. Turnover – According to the Bureau of Labor Statistics, the hospitality turnover rate in 2015 was an astonishing 72%. There are lots of factors that affect hospitality turnover: low pay, lack of benefits, difficult hours, holidays and weekends. But the labor market is also a very critical environmental factor.  When the labor market is strong, workers have more choice and are more likely to hit the door if they think they’ve got a better option.  How to address it? Benefits, benefits, benefits.  Can you offer employees free meals during their shift? Prizes for referring their friends? A more flexible schedule? These types of benefits and incentives will make your employees feel more valued and keep morale high too!
  2. Hiring and Training – Getting desired results from your hospitality staff depends on hiring the right people for the job. The problem is, in a tight employment market, your options might be very limited.  When you do get the right number of people, you must train them on processes, rules and regulations, inspections, etc.  Having to go through these exercises repeatedly is not only frustrating and time consuming, it’s incredibly expensive.  How to address it? Focus on retention, invest in programs that will make your establishment a “preferred employer” compared to others.  Find training solutions that are convenient, trackable and readily absorbed.
  3. Conflict – Ever had a tense disagreement with a co-worker? Imagine how these conflicts could escalate in a busy restaurant or bar environment. Customers are waiting for service, it’s hot (or cold) You’re tired and on your feet all day, there’s so much to do.  Stressful environments breed conflict.  How to address it? Adding conflict resolution and personality training to your onboarding repertoire can pay dividends. Give employees the tools they need to solve conflicts on their own and everyone will be better off in the long run.
  4. Health Scores – A bad result on a health inspection can have damaging consequences for any hospitality establishment. As a business that relies on customer satisfaction, you cannot afford to risk anything that might scare your customers away.  The truth is, health inspection success is dependent on employees who understand and execute according to strict standards.  How to address it? Training is again a vital issue.  Employees need to understand what a health inspection will entail and how to succeed.  If passing or low scores are an issue, you may want to invest in an independent inspector that can help find those weak areas so you can correct them up front.

A well-trained, happy workforce is vital to any hospitality business. If your team is happy and executing to your standards, your customers will want to come back.  Looking for food and beverage trainings that will give your team members a strong base of knowledge? Check out the food handler, alcohol seller/server and food safety manager courses at!

The post Keeping Ahead of the Restaurant HR Curve appeared first on Learn2Serve Blog.

Source: TABC Blog by Learn 2 Serve

michelle roebuck

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