STAFFING
as much as they did before the pandemic, so servers are making even more money right now per guest. Hopkins and his company have long been advocates throughout the pandemic of restaurants’ raising their prices a little. He stresses that can have a big benefit here, as well. If an operator puts their prices up 10 per cent, servers’ tips also go up 10 per cent, and that gives more reason to redistribute a little more of that to back of house, kitchen staff, and other positions, as well as yielding more bottom-line profit which allows for the raising of wages and more competitive hiring. KNOW WHAT WORKERS WANT
However, while low wages are the most common reason people cite for leaving foodservice work, one recent survey found that more than half of hospitality and restaurant workers who’ve quit said no amount of pay would get them to return.
Indeed, Hopkins stresses that while perks have their place, there is no substitute for being a warm, welcoming, and caring workplace. “Treating staff properly has often historically been a problem in foodservice, but it’s even more important now,” he continues. “One of the best ways to attract staff is through referrals from your existing team. A lot of restaurants will give incentives where, say, if you refer a new staff member, you’ll get a $500 finders fee or whatever it may be. Obviously, those programs only really work if your staff really love working for you – nobody’s going to refer their friends if it’s not a great environment.” Hopkins adds that while 20 years ago, structures around labour laws and paid overtime were severely lacking in foodservice, much progress has been made. However, he adds that he hopes the current climate can prompt “a bit of a reset”. “This could get some restaurants thinking a lot smarter about their hours of
operation and a lot may re-evaluate where they are making that money because of staffing issues,” he notes. A BRIGHTER FUTURE?
“Hopkins predicts that the foodservice and hospitality labour market should continue to rebound into fall as the industry moves past the initial urgent rush to restaff ”? In North America, we’ve started to see some progress already. Major chains like Chipotle, Olive Garden, and McDonald’s, have raised their entry-level pay, and employers are paying people just to show up for interviews, adding signing bonuses, and recruiting younger workers via TikTok. It’s certainly become clear that old restaurant hiring methods are no longer adequate and adaptation is needed. If operators can embrace offering not just financial rewards but improved worklife balance and a better culture, they can still reap the rewards.
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