Attracting and retaining top restaurant staff

Restaurants that concentrate on both people and food not only deliver an elevated experience but also retain better staff. Having spent years writing business books and training in brand and high performance before returning to where my career started – food – I take pleasure in sharing some of the many lessons I’ve shared with clients.

1. Cultivate a culture of excellence

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This is the foundation of building a strong team – in any industry. Your culture should be reflected in every step of the recruitment process, from job advertisements to candidate interactions.

You want people who share your vision and values, so be sure to outline them appropriately and as specifically as you outline expectations and benefits.

2. Clarify and communicate your restaurant brand

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Is it fine dining, refined, relaxed, or a combination? Do you need individuals who can work swiftly and calmly under pressure, or do you want them to engage openly and warmly with your diners?

On whatever platform you use to recruit your employees, ensure that your offering is well encapsulated. Hire for attitude rather than aptitude.

3. Character is ingrained, as is integrity

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When screening applicants, focus on those who are adaptable, eager, and passionate. One person with the right attitude will add energy and enthusiasm to every shift, plus set a good example by going the extra mile and being positive even under pressure.

Look for good communication skills, team players, and those who can solve problems.

4. The best employees often come through referrals

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Your current staff will either attract or deter possible candidates. When your team feels happy, fulfilled, well-rewarded, and aligned with your brand, others will follow.

Tap into your network of suppliers, fellow chefs and restaurateurs, and both former and current staff. This element of trust and framework of reference can short circuit what is otherwise a lengthy recruitment process.

5. Build a strong employer brand

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The best candidates are drawn to award-winning restaurants and the opportunity to work alongside esteemed chefs. More importantly, they want to work where others are flourishing.

Staff want to feel supported, directed, and fulfilled. Work-life balance, team-building, and career opportunities appeal to those moving jobs. Foster an environment that celebrates creativity and ambition.

6. Be active in the industry

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For example, speak at chef schools, attend industry events, and frequent other restaurants. This not only keeps you abreast of what is hot and happening but exposes you to those in the know.

7. Offer a competitive package

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Quality employees seek competitive pay, benefits, flexibility, and opportunities for advancement. The work environment and recognition are also drawcards.

An atmosphere that offers affirmation and appreciation will attract motivated, high-calibre individuals.

8. Uplift, train, and retrain

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Training should be ongoing, and link to the personal brand of each team member. Go beyond technical skills to offer soft skill development like EQ, peripheral vision, and communication skills. Training is more cost-effective and less time-consuming than rehiring.

9. Train your managers to train the floor staff

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When writing Raise Your Leaders, I was running a performance programme for a global company. Having this system of managers taking responsibility for their own team training resulted in daily interventions, and then having an integrated, powerful team.

In summary, keeping your staff in the loop of possible changes helps retain staff. If they can be encouraged to add value to your team, everyone grows and benefits, especially the diner.

Happy staff serving happy guests leads to repeat business because you have created an exceptional dining experience. This keeps guests coming back and telling their friends to frequent their favourite restaurant.