Nice female manager posing with the staff in a modern kitchen catering

 

According to the National Restaurant Association, restaurant turnover was 62.6% in 2013. Losing staff is an expensive and irritating fact of life in the restaurant industry. You can gripe about it, resist it, and/or be a victim of it. Or, you can embrace the fact and plan for it. I have tried both techniques and have found that the latter works best for me. Here are some good practices for mitigating restaurant turnover.

Scheduling:

Restaurant employees are very concerned about their schedules. Many are students or have second or third jobs that require their schedules to be precise. And if/when there are issues with employee schedules, staff members can become very disgruntled quickly. I recommend paying attention to your staff’s scheduling needs and abide. If you need people to work on Sundays-hire people who can work on Sundays. Also, create and utilize a written system that allows employees to make requests for days off. It is also very important to make sure the schedule is posted a week before it goes into effect. This gives staff adequate time to plan their personal and work lives. Too many restaurants post the schedule the day before it goes into effect. Restaurants that are late posting their schedules then enjoy the ensuing chaos of staff not showing up for their shifts. Another good practice is, as employees are getting ready to leave, say something like “Good job today! When do you work again?” Then physically walk over to the schedule with them. This ensures that they didn’t mis-read or forget to look at their schedule.

Training:

When it comes to your staff, you reap what you sow. So don’t skimp on this important investment. Training is the foundation new people use to grow into being great performers. If you don’t train well, your chances of creating great performers is very low.

Management/People Skills:

Obviously, one way to mitigate a high turnover rate is to treat your staff well. This doesn’t mean you have to bend over backwards for them. Just don’t treat them poorly. Part of your job as a manager is to hire, train, develop, facilitate and cheer for your staff. Period. If you aren’t doing any of those things, you are failing.

Execute:

Nobody likes to play for a losing team. You can reduce turnover by simply doing a good job. The best performers will gravitate toward success.

Exit Interviews:

Finally, if good people give you notice to leave; find out why. It won’t always be your fault and there won’t always be anything that can be done about it. But that knowledge is powerful. Use it to your benefit.

 

If these steps are put in place, turnover will be as low as possible for the restaurant.

 

Good luck and good employee relations!!

 

Zach

Mechanism

 

Have you ever been to a busy, successful, well-run restaurant? Anytime I see a restaurant like that, I am very impressed because I know that greatness doesn’t happen on accident. It takes LOTS of hard work and many hours to achieve restaurant greatness. And guess what? Those restaurants do not skimp on training in the slightest. After all, it’s the staff that make it all happen. Managers and owners don’t seat all of the guests, wait on all of the tables, cook all of the food, etc. It’s the staff that does all of that. Just like the precise mechanisms of a swiss watch, each employee has an important role to perform. Therefore people are the greatest and best resource a restaurant has. So do yourself and your restaurant a huge favor and train your people to be the best! It takes a great deal of effort to train for greatness, but it is well worth it.

The daily grind of running a restaurant is hard enough without having to worry about trainees. That’s why many owners and managers simply turn “newbies” over to key employees to handle/oversee their training and then hope for the best. In some cases, new employees are treated like green soldiers that nobody wants to get to know; lest they don’t last very long. Training is a difficult process for both the trainer and the trainee.  But, here’s the thing… nobody is born into this world knowing how to work in your restaurant. If you want your restaurant to run well; it is crucial to have a well honed training program.

It is imperative to have a training schedule for new employees that lists the targeted amount of days for training and the material to be covered for each of those days. Try writing a list of everything you would like a new employee to know after training. Then use that list to create your training schedule.

Fire and forget is no way to run a training program. Using key employees to execute the training and provide mentorship is a great idea. However, results will be far better if top leadership also gets involved with some “follow up”. Make time to sit down with trainees before and after each of their training shifts to talk about their progress and/or frustrations. This follow up will also ensure that the key employees are on track with their training duties.

Well trained staff will not only make your life easier and less frustrating; they will also positively impact your bottom line by giving better service and cooking better food. They are also more productive; and they last longer. These skilled employees will increase sales and help create a great guest experience by executing on a higher level.

Good luck and good training!

Zach

 

 

Open kitchen

 

With margins as tight as those found in the restaurant industry; owners and managers must be constantly vigilant when it comes to controllable costs. Labor is the highest controllable cost in most restaurants. Kitchen labor is the most expensive of all restaurant departments. So being smart about kitchen efficiency can make a big difference on your P&L statement. There are many ways operators go about using less work hours in their kitchens. This post offers five suggestions.

 

1. Plan to be within budget.

The first and most basic step to controlling labor in the kitchen is to write a schedule that is within the labor budget. The best way to achieve this is to know what your budget percentage is and what your projected sales are. As you write the schedule, add up the amount of hours you have scheduled for each shift, multiply that by the hourly rates of each employee. Then divide that dollar amount by the projected sales for that shift. Follow that logic for each shift, day and, finally the whole week. You will probably notice that some shifts simply can’t be within budget. But other shifts will be under budget. Many restaurants run higher labor percentages in the beginning of the week then make up for it towards the weekend. This is to be expected. But if the schedule is written out of budget to begin with, there isn’t much hope for achieving your labor goals.

 

2. Train and Cross Train

The best staff is well trained. Training should be treated as an investment that will improve your operation and decrease grey hair count. If you skimp on training, your results will show it.

Cross training is a must. On slower shifts move some of the crew to new areas. This will give you better schedule flexibility, and increase the value of your staff. In some cases, one well trained employee can run the whole line when it’s slow. This allows other employees to get ahead on prepping, cleaning etc.

 

3. Hire and Retain

Constantly hiring and training is expensive and inefficient. Do everyone a favor and hire great people! Once you have a great crew- work to keep them. Involve the kitchen in obtaining efficiency goals and hopefully reward them with raises when they deliver. This way they can be motivated into cutting their own hours.

 

4. Prep Smartly

If your menu is prep intensive, you must get creative in the way you write a prep list.

First, look at what items you can “batch” prep. In other words, look at which prep items have a longer shelf life and make larger batches of those items. It takes just as long to make 10 gallons of Texas chile as it does to make 5 gallons. Be careful, but don’t prep everything everyday.

Second, categorize your prep list. If one person is working with raw produce, they need to be near a prep sink. Therefore, let them do everything on the prep list that involves fruits and vegetables. Have another person do all the the dressings and sauces etc….

 

5. Be Ready for Your Staff

In many kitchens on many mornings, there is a scramble. And not just eggs. Very often, when cooks and prep cooks come into work, they spend the 1st 15-20 minutes getting ready to work. This is especially true of the morning shift. When they arrive, they have to find all of their utensils, track down a manager to give them aprons and towels, make coffee, and watch water boil. You can save a lot of hours by getting everything ready for their shift ahead of time. A great way to do this is to have the closing crew leave clean utensils on the corresponding work stations before they leave. In the morning, have the prep list written, ovens preheated, water already boiling, aprons and towels out, coffee made etc…, by the time the crew comes in. Then, have the crew from that shift pay it forward to the the next shift. The difference is a crew that comes to work and produces versus a crew that comes in and gets ready to work.

 

Hopefully these suggestions will inspire your own ideas to increase profitability.

Good Luck and Good Kitchen Labor!