Top Reasons Why Restaurant Workers Quit (and How to Retain Them)

In this article: Top 5 reasons why restaurant workers quit, and tips on how to retain the best talent for your team.

‍

As we all know, the restaurant industry is notorious for high turnover rates. 

‍

Staff shortages can impact service quality, customer satisfaction, and ultimately the success of your restaurant. Plus, it’s just plain annoying having to hire over and over again. 

‍

Why does this happen so often? Understanding why restaurant workers leave their jobs can help owners and managers create a more positive work environment, leading to better retention and therefore lower turnover rates. 

‍

We’ve outlined some of the top reasons that restaurant workers quit, along with strategies for retaining them. Let’s get into it!

‍

‍

#1 - Inadequate Training

‍

Naturally, we’re going to talk about training first.

‍

Poorly trained staff can feel overwhelmed and unsupported until they learn the ropes, if not indefinitely.

‍

Being thrown into the fire is an effective way to learn for some people, but if they aren’t given any training resources they might come to resent management or be put off by the disorganization.

‍

In a market where good employees have lots of options, you don’t want to give staff a reason to feel dissatisfied. Here’s how to fix it:

• Comprehensive Onboarding: Develop a thorough onboarding process that includes training on everything from menu knowledge to steps of service.
• Ongoing Training and Communication: Invest in tools and systems to help you communicate changes in real time. Refresher courses and pop quizzes are also good ongoing training techniques.

‍

‍

#2 - Poor Management Practices

‍

Most workers quit managers, not jobs. If your restaurant is seeing extremely high turnover, chances are there’s a red flag somewhere in your management chain.

‍

Toxic work environments can arise from ineffective or unsupportive management. Lack of communication and micromanagement can lead to frustration. Frustration often leads to quitting.

‍

Here’s how to fix it:

• Part Ways with Poor Leaders: Remove any toxic leadership from your management team. Outline your expectations for managers and hire new management that meets those expectations.
• Management Training: Invest in management training programs to enhance leadership skills and emotional intelligence. 
• Open Communication: Foster a culture of open dialogue where employees feel comfortable voicing their concerns and suggestions so that you can be confident you know what’s happening in your organization.

‍

‍

#3 - Lack of Career Advancement Opportunities

‍

Even though some in the industry want to stay in their current role long term, not everyone does. Some are looking for opportunities in management, operations, culinary, or business development. 

‍

Depending on your culture, some employees may feel stuck in their roles with no clear path for advancement, leading to frustration and disengagement. 

‍

Of course, just because someone wants a job doesn’t mean they’re a fit for it, but do you have the communication pathways open for them to communicate their interest? Are you willing to see people's strengths under their weaknesses?

‍

Here are two simple ways to make sure team members feel supported on their career journey with you:

• Training Programs: Implement ongoing training and development programs that prepare team members for advancement. You can use Yelli to outline standards for every job role, and team members can review it to know what’s expected of them in order to be promoted.
• Career Path Discussions: Regularly discuss career goals with employees and create personalized development plans. Give your honest opinion and advice, guiding their passions and offering your industry experience.

‍

‍

#4 - Workplace Culture and Team Dynamics

‍

Sure, we all like the drama a little bit. But, it is one of the top reasons why workers leave restaurant jobs.

‍

Employees want to work in an environment where they feel valued and respected. Too much drama and toxicity can outweigh good money or other job perks.

‍

Take an honest look at your restaurant's culture and look for ways to improve. Here are two ideas:

• Team Building Activities: Organize regular team-building events to strengthen relationships and create a sense of community.
• Recognize Contributions: Implement a recognition program to celebrate employee achievements, both big and small.

‍

‍

#5 - Burnout and Stress

‍

The last reason we’re going to talk about is a biggie, and it’s gotten a lot of attention specifically since the COVID-19 pandemic.

‍

The fast-paced nature of the restaurant industry can lead to physical and mental exhaustion. Long hours, high stress, and demanding customers can contribute to burnout.

‍

Add on to that extended health and safety protocols, paranoid customers, and an overall tense and divided society, working in customer service becomes especially taxing.

‍

While you may not be able to take all of the hard parts of the job away, here are a few ways you can help support your team and prioritize their health:

• Encourage Work-Life Balance: Encourage employees to take breaks and use their vacation time. Implement policies that promote a healthy work-life balance.
• Prioritize Mental Health Support: Provide access to mental health resources and create an environment where mental health is prioritized.

‍

‍

Conclusion

Retaining restaurant workers requires a proactive approach that addresses the underlying issues driving turnover. 

‍

By investing in effective training programs, providing opportunities for growth and development, and fostering a positive workplace culture, restaurant owners can create an environment where employees feel valued and motivated to stay. 

‍

The effort to retain staff not only enhances employee satisfaction but also contributes to a more stable and successful business. If you’re sick of losing staff and wondering where you’re going wrong, start here and see how your venue changes.

‍

‍