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Employee retention is one of the greatest challenges facing the foodservice industry. It is a dilemma that demands the attention of management at any successful operation. When it comes to retaining and motivating your work force, the goals should be to reduce stress, add meaning and compensate better. The result: happy employees and even happier customers.
If you think the most important thing to your employees is their salary, then you are sadly mistaken. Today, more than ever while money is still an important element it is not the most motivating factor. You can’t motivate people any longer with the offer of a simple exchange – their commitment and loyalty in return for a job. Employees need and want more.
• Provide meaning and purpose in work – people want to participate and feel that they are making a contribution. You need a product, a mission or vision of the industry that employees find exciting and energising.
• Be work/life friendly – people work harder to achieve organisational objectives if they can satisfy their own personal objectives simultaneously, so be flexible with people’s home lives. If you can help your employees live a more balanced life by offering scheduling flexibility, it can pay back dividends by increasing employee loyalty and decreasing employee turn-over.
• Consider the environment – making money simply for the company is not a strong enough motivation for people to do their best work. If they know you are environmentally aware and support local charities, they will be more dedicated to you and perform better for you.
• Help your employees to help themselves – find out what each worker wants from his or her job and help them to attain it. If they want to learn about food cost, then teach them. If they would like to reach management level one day, then let them shadow you while you do your job. This will make them feel their worth better and motivate them even more.
• Place increased value on your employees – after all, where would you be without them? It is important to show your employees that you value them. Consider employee bonuses for workers who show increased motivation and dedication, and take on more responsibility than what is necessary, perhaps also for those who reach specific lengths of employment. Support your employees and never belittle them in front of customers or colleagues.
• Give employees more control – instil a sense of responsibility in your staff. Wherever possible, let your employees control their environment. Show them your standards of performance, and let them decide for themselves how to get there. Their way may prove more efficient even than your own. If you have a problem, ask the staff to suggest solutions – they may well surprise you. The more they buy into the solution, the more successful they will be. Let them take ownership of their position. They will reward you with their loyalty, support and productivity.
• Solicit feedback – it is as important to give feedback as what it is to receive it. Ensure there is a risk-free way for your employees to let you know how you are doing. And act on their suggestions or criticisms; show that you are willing to make changes to improve your operation and their working environment.
• Beat the competition – money is important, but it is not all there is. Be aware of what your competition is paying and what benefits they offer employees. Ensure you keep your compensation competitive to keep your employees.
• Share the rewards – people like to receive recognition for their contributions. For many employees, recognition is more valuable than financial benefit. Thank your employees for doing their job and remind them of their importance. When you can, share the reward, be it through a raise, a company treat or a profit bonus.
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