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(Workplace happiness refers to how satisfied and fulfilled an individual feels working in their current role. We focus so much on doing all that we can to turn the external customer (or guest) into raving fans that we lose sight of a vibrant, vital customer base right in front of us… our teams. This compensation structure has been met by a mixed reception by both diners and restaurant staff. There's good stuff in here. The turnover rate in the restaurants-and-accommodations sector rose to a post-recession high of 74.9 percent in 2018. There’s good stuff in here. But by hiring, onboarding, rewarding, leading, and off-boarding your team effectively, you can reduce that turnover number for your business.Fixing an industry-wide problem like this is a team effort. Even if that success lies outside your business or the restaurant industry as a whole.Ask your team members where they hope to take their careers. First, the restaurant industry is the economy’s largest employer of teenagers, as one-third of all working teenagers in the U.S. are employed in a restaurant. Overall, 30 percent of the eating and drinking place workforce are part-year employees, compared to 18 percent of the total U.S. workforce, according to the ACS. And we get it — it takes extra time and investment to provide training and support like this, but believe us‚ it’s well worth it to set your team members up for success.Great team training doesn’t need to involve classrooms and break rooms. If one of your servers wants to move into a manager role, have them shadow your best GM. In fact, restaurant industry turnover tends to be higher than overall private sector turnover for a number of reasons. It’s pretty dang important.

Let us know and we’ll share it. If your restaurant has an average employee turnover rate of 75%, that means approximately 15 of the original team members you started the year with left before the year’s end. Let that sink in a moment. Get access to advice, instructions, and templates that’ll help you build a great restaurant team. It can also be used to uncover the sales performance of each individual front-of-house staff member, which should influence how you approach employee scheduling. Promise.Just so you know, we’ll handle your info according to our

Reward staff with the option of the first cut for an upcoming shift or a monetary bonus. If you can show an employee you care about their long-term career success, they’ll stick with you. Second, the restaurant industry employs a high proportion of students, who typically don’t work on a full-year schedule.

Next, spend some time with the rest of your restaurant’s management team thinking through how you could engage your staff to either overcome the obstacle or achieve your goal. So why do so many employees leave their restaurant jobs?

Here’s that transparency thing again. The restaurant industry doesn’t make it easy to maintain work-life balance.

Creating workplaces that people love can be a powerful thing for the strength of an industry.New staff management models, like profit-sharing and open-book management, could make your team a whole lot happier.Amanda was a front-of-house renaissance woman before hanging up her apron to lead content strategy for Toast.The restaurant industry is changing. One staff member leaves and things get messy. In comparison, the average turnover rate for all private sector workers stood at 48.9 percent in 2018, up nearly eight percentage points from the 2010 low but still slightly below the average turnover rate of 50 percent during the 2002 – 2006 period.

Talk about why employees are assigned to certain sections or certain shifts with your team as well as why you’ve chosen a tip out or tip pooling method.

This helps Andrei reduce staff turnover.There are also less traditional tactics for employee growth. Many wouldn’t consider tips a part of “competitive compensation.” As the chart below shows, some restaurants are trying a no-tipping policy to attempt to even the playing field for their teams.

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