Ever feel like your restaurant is stuck on a never-ending hiring treadmill?
Like you’re always bringing in new people, but they keep rolling right back out the door?
There’s a reason for that—and fixing it might be simpler than you think.
80% Employee Turnover is No Joke
Let’s be honest: the restaurant industry is in a tough spot when it comes to retaining young talent.
We’re talking sky-high turnover rates.
You hire a bunch of bright-eyed new employees, but before you know it, half of them are gone.
You’re left scrambling, hiring again and again, just trying to stay afloat.
It’s exhausting, it’s expensive, and it’s definitely not the vibe you had in mind when you set out to grow your business.
Part of the issue is that these younger employees, especially Gen Z, aren’t content just to clock in and clock out.
They’re used to technology that actually works, used to being asked their opinion, used to understanding exactly what’s expected of them from day one.
If they walk into a place that feels stuck in the past—paper schedules taped to a wall, zero onboarding, no real platform for them to speak up—they’re gonna think, “I can do better.”
And you know what? They can.
Today there are more jobs than people, and they know it.
Start with 3 Things
So how do you turn this around? Let’s ask three key questions:
- How do we give new employees a smooth start, so they don’t feel lost or useless on day one?
- How can we keep everyone talking, sharing ideas, and staying in the loop—without mixing work stuff into their personal chats?
- How do we handle scheduling in a way that lets your team feel more in control, while also making your life easier?
Answer these three questions, and you’ll be on track to transform how your team feels about working with you.
Productive from Day 1
Picture this: it’s your new hire’s first day. They walk in, not knowing what to do, who to ask, or where to find anything.
They’re anxious, they feel useless, and they worry they’ve made a bad choice.
That’s a terrible way to start any job.
But if instead, from the moment they accept the offer, they get a clear roadmap—an introduction to the team, a simple digital guide that shows them what to expect, a quick overview of basic tasks—they arrive feeling prepared.
They know exactly where to go, who to talk to, and what’s on the agenda.
(No awkward standing around, no silent confusion.)
This matters more than you might think. Gen Z especially has grown up with instant access to information.
They’re used to having clear instructions and metrics, knowing exactly what it takes to get that A grade or meet that performance benchmark.
If you make them guess, they’ll assume you don’t care.
But if you make it smooth and structured, they’ll step into their role with confidence, ready to contribute from the get-go.
And once they feel valued and equipped, they’re way less likely to quit after a few weeks.
Before you know it, you’re building a stable, skilled workforce that can handle growth without constant turnovers.
From Monologue to Dialogue
Now that they’re settled in, you need a way to keep the conversation flowing.
But here’s where a lot of places slip up:
They rely on old systems like email - or random WhatsApp groups, personal Facebook chats, or old-fashioned notice boards.
That’s old. Outdated. And using social media is just plain messy.
It mixes personal and professional worlds in a way nobody loves.
Employees want a place where they can get important updates, share ideas, maybe even help each other with quick questions—without feeling like their boss is scrolling through their personal life.
What you need is a simple, mobile-friendly platform that feels as natural as texting a friend, but still keeps things professional and focused on work.
(You can pick any, but we have a favorite.)
With a dedicated app for work, everyone can share what’s going on: new promotions, schedule changes, tips to improve certain processes.
The younger staff expects that kind of quick, intuitive communication. They were brought up being asked their opinion, so let them share it.
When they see that their feedback matters, that their voices are heard, and that the place they work at actually evolves based on their ideas, they become more invested.
Suddenly, they’re not just an employee clocking hours—they’re a team member helping shape how things are done.
Communication done right turns daily work into a conversation, not a lecture, or a monologue from HQ.
It helps employees bond, trust each other, and build a sense of belonging.
And that sense of belonging?
That’s gold for retention.
Scheduling Must Be Easy
Finally, let’s tackle scheduling.
This might seem small, but think about it: the younger generation has zero patience for outdated methods of figuring out when they work.
They don’t want to dig through email chains or spreadsheets, or try to remember what shift they signed up for off a paper posted in the back room.
They want to see their schedule on their phone, at a glance, whenever they feel like it.
If you give them an easy, mobile-first way to set their availability, pick up open shifts, or swap with a teammate, you’re telling them:
“We get it. Your time is valuable.”
This flexibility and transparency show that you respect their life outside of work.
And when employees feel like you respect them, they’re more likely to give you their best.
Instead of dreading the schedule-posting day, they’ll just check an app, tap a button, and have control over their workweek.
This might sound like a minor perk, but it’s a big deal.
Giving them ownership over their schedule isn’t just convenient—it’s empowering.
(Flexibility is HUGE among Gen Z.)
It also reduces miscommunication, prevents last-minute no-shows, and keeps everyone happy.
And that happiness translates to loyalty.
They’ll stick around longer because they genuinely like working in a place that respects their time and simplifies their lives.
Nail These 3 and Your (Almost) There
So, you’ve got three key components: smooth onboarding, two-way communication, and flexible scheduling.
Together, these build a workplace where younger employees actually want to stay and grow.
But here’s the thing:
Once they’re on board and thriving, you’ve got a huge opportunity to tap into their potential and build a killer leadership pipeline within your own walls.
Want to see how to turn your best employees into future leaders who drive your restaurant’s growth even further?
That’s coming up in a future post.
So, subscribe somewhere on the page.
Trust me, you won’t want to miss it.
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