High Employee Turnover: Why It Happens and How to Combat It

Introduction

High employee turnover is a pervasive issue in the restaurant industry. Keeping employees on board long-term can be challenging, whether front-of-house staff like servers and hosts or back-of-house roles like cooks and dishwashers. The restaurant business is fast-paced, and employees often face long hours, physically demanding tasks, and relatively low pay. However, high turnover doesn’t have to be the norm for your restaurant. Understanding the root causes and implementing strategies to address them is essential for retaining your best talent.

Why It Happens:

A combination of factors often drives employee turnover in restaurants:

Low Wages and Benefits: Many restaurant workers are paid hourly, and the pay may not reflect the demanding nature of the job. Additionally, a lack of comprehensive benefits (healthcare, paid leave) can make workers seek more secure opportunities elsewhere.
Poor Work-Life Balance: The restaurant business often requires employees to work evenings, weekends, and holidays, which may not fit well with personal commitments, leading to burnout.
Limited Growth Opportunities: Employees who feel they’ve reached a dead end in their roles will likely leave for better prospects elsewhere.

How to Combat It:

To reduce turnover, consider implementing the following strategies:

Increase Pay and Offer Benefits: Offering competitive wages is one of the most direct ways to improve retention. Providing benefits like healthcare, paid vacation, and performance-based incentives (e.g., tips and bonuses) can also go a long way.
Foster Career Growth: Ensure your employees have a clear path for advancement. Whether through mentorship programs, leadership training, or promotions from within, this helps employees envision a future at your restaurant.
Create a Positive Work Environment: Recognizing employees for their hard work and maintaining a supportive, respectful work culture helps employees feel valued. Regular team-building activities, acknowledging achievements, and fostering open communication can prevent dissatisfaction.
Flexible Schedules: Offering flexible working hours allows employees to maintain a better work-life balance, reducing burnout and promoting job satisfaction.

Conclusion:

Employee turnover is an ongoing challenge, but it can be managed effectively by creating a supportive work environment, offering competitive pay, and ensuring career advancement opportunities. Employees who feel valued and see growth potential are likelier to stay and thrive.