The labor shortage has been talked about for a long time, and even here we have talked about it extensively. Maybe too much, even? Never mind, we must continue to talk about it because the issue is still as important for our restaurateurs. Let's explore the phenomenon by noting where it is possible for employers to improve the lot of their employees and ensure their presence and loyalty.
Tips
Another subject that has caused a lot of ink to flow over the past few weeks is how tips are distributed. As you have noticed, it now costs you more to eat out. Therefore, perhaps without realizing it, you also leave more generous tips since you calculate them from your meal bill.
So, and so much the better for the service team, the wages of waitresses and waiters have increased at the same time as the price of food has risen. However, the team in the kitchens cannot benefit from this increase in tip because, according to the law, there cannot be a split between the two teams at the end of the evening. It is however possible that, between employees, and without the right of inspection of their employer, they decide to separate the tips.
Imagine, according to figures for 2021 provided by the Association des restaurateurs du Québec to the newspaper La Presse, a cook got away with an average salary of $19 an hour, while his server colleague pocketed $35 instead.
Precisely, the ARQ is now putting pressure on the government so that the law is amended and that, automatically, sharing becomes a norm. In the same vein, they want a review of the calculation of tip credits.
Young employees
Since restaurateurs have to deal with this major recruitment challenge, they often have to hire younger and younger employees who may not be quite ripe for their first job. However, this category of employees is becoming essential for the maintenance of business activities and “normal” opening hours.
These restaurateurs who give them their first chance had to find ways to train them more simply, their level of experience being very limited versus a slightly older teenager. They also organize the schedules so as not to overload them too much.
But above all, they want customers to show patience and civility towards these new employees. Do not forget that these young people want to work and that they must be given the chance to learn!
Motivation
In addition, these young people, but also the other restaurant employees, like to feel their bosses behind them. They can thus feel more confident, offer better service but, above all, remain loyal to their employer longer while avoiding repetitive delays at the start of their workday and absences for bizarre reasons.
One of the ways that human resources professionals have found is the establishment of a group rewards program. Indeed, these are rewards based on the work of a team as a whole and not just on the individual performance of a single individual.
Among the criteria evaluated by the manager, we can find productivity, which is measured by the speed of service, as well as the performance of recurring tasks such as cleaning, restocking and preparation.
Each member of the team with the highest score received a personalized gift, such as fine chocolate or specialty beers, but never money.
After implementing this system, the researchers noted an increase in employee commitment and effort, but also an increase in customer satisfaction and, not necessarily, an increase in revenue.
In conclusion, we have listed above some possible and very well achievable changes that could greatly help in hiring and retaining employees in the restaurant industry.
Now, the government, customers and bosses must follow suit if we want to put the labor shortage issue on the shelf once and for all!