The food industry is plagued with high restaurant job turnover rates. Though cooking jobs seem ideal to many aspiring chefs, history has shown that newcomers to the field often do not stay in it for long, and experienced chefs tend to move around from venue to venue. Rarely does a cook dream of working in one venue for his/her whole career. Usually he/she does so in order to gain experience in the hopes of eventually starting a restaurant business. If a restaurant kitchen is lucky enough to have an outstanding cook or chef, it should go out of its way to keep him/her on staff.
How to Spot a Good Restaurant Kitchen Employee
A good restaurant employee is responsible, clean, talented, and motivated. With the frequency of issues such as restaurant theft and the high restaurant turnover rate, a restaurant kitchen with good employees should hold on to them. The person in charge of restaurant hiring should keep an eye on restaurant employees, especially restaurant kitchen staff, and take note of the qualities of each one.
How to Keep Employees Happy
Cooking jobs are tough. But coping with the stress and sweat of a restaurant kitchen can be enjoyable, especially for motivated employees. In order to reduce the restaurant turnover rate of excellent restaurant kitchen staff, the business owner, chef, and manager should make sure that employee satisfaction is as high as it can be. An employee satisfaction survey is a great way to get an honest idea about how happy employees are, while allowing them to do so through a safe, anonymous platform. An alternative to an employee satisfaction survey is to have an open, close relationship with restaurant kitchen staff, discussing issues with them and showing that that they are trusted and appreciated. Having such a relationship will make a restaurant kitchen employee feel more comfortable discussing the shortcomings of the job. For example, if the employee was offered a better salary elsewhere, he/she may discuss the terms and dilemma with his/her boss, possibly coming to a compromise that will make the employee happy while eliminating the need for new restaurant hiring. When using this strategy, however, managers should keep in mind that employees may not be completely honest, due to fear of losing their jobs. Competitive salaries, good work conditions, a positive restaurant kitchen atmosphere, and creative freedom are other important areas to focus on. Allowing restaurant kitchen staff to have freedom to experiment and show off culinary skills in the kitchen will lead to better quality restaurant food, and keep the venue’s culinary jobs interesting. Purchasing new culinary equipment, such as vacuum cooking equipment will have a similar effect. Though raising restaurant kitchen employees’ salaries technically reduces restaurant profits, the added employee satisfaction can help retain and motivate employees, most likely leading to improvements in the venue.
Keeping good employees can make or break a business. However, an equally important practice is laying off employees who are not an asset to the business. An upside to the high restaurant turnover rate is the availability of cooking jobs and those willing to take them, allowing the process of restaurant hiring to occur frequently. With the high job turnover rate, a restaurant kitchen can make efforts to hand-select and retain the best employees, while using the restaurant turnover rate to its advantage when it comes to less helpful employees. If a business can successfully do this, the employee satisfaction survey positivity will go up and the restaurant turnover rate will go down.