Finding out what your people want is critical to retaining and growing your top talent. Is their job a between-the-lines temporary position? Typically, if they are top performers, your top talent will want a career in food service and your organization can be a big part of developing that career.

We’re looking forward to hearing from the stella line up of speakers disuss the keys to develop and retain good talent at the Multi-Unit Franchise Conferemnce. The session is aimed to provide advice on how to help grow your staff and meet their goals?  I will delve into how you can you support their growth paths while building your bench strength for future growth? To get you started thinking about this, we have put together a list of ideas to help you keep good talent and help grow your organization while they grow.

Scheduling to retain good talent

Employees are increasingly demanding a flexible work-life balance. According to a 2015 survey, 60% of employees say the most difficult part of finding a job is matching a position to their availability and location. Further, 68% of employers say that the most difficult part of scheduling is assigning shifts that accommodate both their employees’ availability and business needs.

 

Ask yourself: Am I asking busy restaurant supervisors to sit down and manually compare employee availability with customer flow to allocate labor? Do they have the information they need to make the right decisions?

 

Fortunately there are software solutions that specialize in helping front line managers schedule to balance staff needs with business needs. ZUUS Workforce gives managers a visual color-coded view of who is available to work each shift and how much they will cost. Employees can log on and do request-offs and manage their standing availability, giving them the flexible work-life balance they crave. To attract and recruit the best talent, think about advertising this work-life balance and your request-off policy in your job listings.

 

Managers see KPIs like labor-to-sales and sales-per-man-hour updated in real-time as they schedule. The great thing about this is your managers keep your bottom line in mind when they’re scheduling employees. What does this do for you? Having KPIs alongside the schedule leads to a 3% decrease in your labor-to-sales KPI. We’ve seen it time and again with over 1500 quick service and fast casual locations – imagine your labor-to-sales decreasing from 25% to 22%. What would that do for your bottom line?

Consistent working hours

Giving employees the ability to plan their lives ahead of time by publishing consistent scedules will help you attract and recruit great talent through word of mouth. Did you know 29% of employees say they rarely receive consistent work schedules? Having access to an easy to use and staff accessible scheduling solution, like ZUUS Workforce can increase staff satsifaction and productivity, through the scheduling of consistent working hours.

Grow Good Talent with Training

Skilling your staff is good for your business and good for your workforce. At Ben & Jerry’s all employees are offered accredited training programs in “Scoop University”. These give employees nationally-recognized certificates which build their CV and develop their skills. Investing in your talent through training programs is a good investment in your business.

 

If you’d like to discuss any of these ideas directly with one of our labor improvement consultants, book a free 15 minute phone consulatation today.