4Thought Blog

More than a year ago, no one could have predicted the unprecedented challenges faced by so many restaurants around the world due to a major global pandemic. Customer demand for convenience and flawless digital experiences are on the rise and further fueled by the pandemic. How can restaurants improve the new generation customer experiences using these new demands and digital ecosystems?

As a restaurant owner or operator, you need to look for fresh perspectives as you plan your way forward to remaining successful in the business. Some of the things you can look into include changes in business models that came about as a result of the pandemic, customer behaviors and dining habits.

As long as concerns about being exposed to COVID-19 remain, people are likely to continue opting for the payment and ordering trends we’ve seen since the onset of the pandemic such as delivery and pickup.

Read on for some insights into what the restaurant of the future might look like.

This blog was written by our guest author, Dan Murdoch, Vice President of Marketing, Harri

Before COVID-19, restaurants had a significant labor challenge, typically referred to as the “talent crisis” or “war for talent.” Unemployment rates were at a five-year low and minimum wage rates were rising across the country.

To better define the challenge, there were simply too many restaurants, massive job growth, a smaller talent pool given the same level of eligible employees, particularly among teenagers, as in 2007, triple-digit turnover rates, cyclical seasonal hiring, and a struggle to find talent that was capable of representing a brand’s ethos.

This blog was written by our guest author, Brian Hassan, Co-CEO, Kickfin

For years, restaurant employers have struggled with high employee turnover rates. If they are able to find and attract qualified, dependable employees—a feat in and of itself—ensuring retention often poses the next challenge.

And it’s an expensive one. Recruiting, interviewing, onboarding and training candidates are non-revenue generating activities, and they take a lot of time. This doesn’t take into account the “softer” implications of dealing with employees coming through a revolving door, like the impact it has on relationships and company culture.

While the hospitality workforce, by nature, will always be more transient, restaurant operators do have the power to minimize turnover on their teams. Here are five ways employers can ensure that their most reliable, hardworking and talented employees stick around for the long haul.