How to Reduce Restaurant Management Attrition

Are you stuck in an on-going cycle of hiring restaurant staff and watching them walk out the door a few weeks later? Well, this is not uncommon. Many restaurant owners face this challenge when they have just started out. Even if you've been in the restaurant business for a long time, this situation may arise too. It's quite upsetting and throws you off balance.

While restaurant staff attrition varies across the globe, restaurant management attrition is comparatively higher than the kitchen or counter staff. Why is this so? Well, here are some of the leading causes

So, what should you do to turn the tables around? How can you ensure employee satisfaction to make them love their job? And how can you figure out what are you doing wrong along the way? Well, read ahead and find out how to reduce restaurant management attrition.

Here are 4 tips you can use to ensure effective restaurant management. 

1. Set Defined Hierarchies and Promotions

Hierarchies are always important in order to establish clear goals and tasks and ensure their smooth execution. By doing so, employees know they have the opportunity to be promoted to a position that is higher and well paid. If no such system exists, they'll probably leave and find a better role elsewhere.
For managers, this is also an important aspect to think about. If the promotion is not on the table given their topmost position on the hierarchy, then make sure to provide bonuses and compensations for overtime work and their dedicated efforts, especially at private events, which cannot become a success without their presence. 

2. Create a Conducive Environment to Work In

If your restaurant management turnover rate is high, you should probably ask yourself if there is something you are not doing right. Discuss with friends or acquaintances that are in the restaurant industry as well and find out what they do to keep their attrition rate low.
Do they give rewards, meals, leaves, and added benefits such as transport? Or do they welcome and implement merit-based pays? Maybe they have an open-door policy with their management that allows them to examine their own fall-backs and work on them. Whatever it is, try to create a lively environment to work in. Designate spaces for management and staff to rest and make sure respect and honesty are the leading values of your restaurant business. 

3. Provide Trainings

Keeping your restaurant management up to date with the developing restaurant trends and requirements is important for your restaurant's growth as well as your employees. To ensure leadership skills in your managers, focus on providing opportunities for personal growth as well as professional growth. So, help improve their peoples' skills if that's what they lack.

Schedule training sessions and meeting with them on a weekly or monthly basis to identify and address the challenges they might be facing. By encouraging them and giving them space to grow, you'll instil the confidence and skills needed to help them love their job and become more productive. 

4. Exit Interviews

If you desire to get an in-depth understanding of what your restaurant lacks or what you lack in as an owner, remember that exit interviews are important. They will help you get an idea of why your restaurant staff or management is leaving so often.

This information is valuable for you to ponder upon and find ways to address the core problems. Is it your bad temper? Or is it the lack of appreciation or extremely low pay? The employee, once resigned, finds it easier to be open and voice their concerns. So make sure to sit them down with a cup of hot coffee and walk through their experiences at the restaurant.