The Employee Retention Secret
Labor is, without a doubt, the biggest obstacle for successfully running a fast casual operation. According to a survey by the National Restaurant Association, 60% of restaurant operators cite labor costs as their top concern, followed closely by recruitment and retention (57%). In fact, the Bureau of Labor Statistics reports that the fast food industry has one of the highest employee turnover rates, with a staggering 150% annual turnover rate. This constant churn of employees not only affects the bottom line but also impacts the overall customer experience and reputation of the establishment.
One of the primary sources of strife between employees and employers in the fast casual industry is attendance issues. Showing up on time, showing up for scheduled shifts, not calling out, not missing days without prior notice, giving proper notice, and dealing with holidays are all common pain points. According to a study by the Society for Human Resource Management, 64% of employees admit to being late to work at least once a week, and 45% of employees report missing at least one day of work per month. These attendance issues can lead to decreased productivity, increased stress, and a negative impact on customer satisfaction.
In an attempt to mitigate these attendance issues, many employers turn to point systems, where points are either accumulated or deducted for infractions. While these systems may provide a sense of structure and accountability, they often fall short in addressing the root causes of attendance issues. Moreover, point systems can lead to a culture of fear and mistrust, where employees feel like they are walking on eggshells, waiting for the next infraction to occur.
So, what is the secret to employee retention in the fast casual industry? The answer lies in empowering employees to take ownership of their schedules. As a manager, I discovered that by providing a blank signup sheet, employees were able to fill in the slots that needed to be filled. This simple yet effective approach has been a game-changer for my team.
By allowing employees to create their own schedules, they are no longer able to complain about their schedules. They have taken ownership of their time and are more invested in ensuring that they are meeting their commitments. Of course, there will always be gaps in the schedule, but these are easily filled by simply asking: who wants more hours, who wants a day off, etc. This approach not only saves time but also fosters a sense of trust and respect between employees and management.
The benefits of this approach are numerous. Employees are more likely to show up on time and be more productive during their shifts, knowing that they have a say in their schedule. They are also more likely to communicate with management and their colleagues about any scheduling conflicts or issues, reducing the likelihood of no-shows and last-minute call-outs. Moreover, this approach allows employees to have a better work-life balance, which is essential for their overall well-being and job satisfaction.
In addition to improving attendance and productivity, this approach also has a positive impact on employee morale and retention. When employees feel like they have a say in their schedule, they are more likely to feel valued and respected. This, in turn, leads to increased job satisfaction and a reduced likelihood of turnover. According to a study by Glassdoor, employees who are satisfied with their job are 26% more likely to stay with their current employer.
In conclusion, the secret to employee retention in the fast casual industry lies in empowering employees to take ownership of their schedules. By providing a blank signup sheet and allowing employees to fill in the slots that need to be filled, employers can reduce attendance issues, improve productivity, and foster a sense of trust and respect between employees and management. This approach is a simple yet effective way to improve employee morale and retention, and it is an essential tool for any fast casual operator looking to succeed in today's competitive market.
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