Retention strategies that focus on work design rather than wages

In your business, how well are you balancing competitive pay with the design of your roles? Gallup research has found that employees are more likely to stay when they have opportunities to use their strengths, receive meaningful recognition, and have greater control over how they work — not simply when they're paid more. Further, Gallup estimates that managers account for roughly 70 percent of the variance in employee engagement. This makes thoughtful job design one of the most effective and affordable retention strategies foodservice businesses have.
For foodservice leaders, that means rethinking the employee experience. Several changes can make an immediate difference. Creating more predictable schedules allows employees to better balance work and life. Cross-training staff helps them build skills and helps you provide greater flexibility. Digitizing and simplifying tasks and paperwork allows you to streamline processes that could otherwise contribute to frustration. Giving employees regular opportunities to solve operational problems and improve workflows can improve their engagement. Establishing clear career pathways helps workers see your business as an opportunity for long-term growth and not just a stepping stone to something better.
These changes not only improve engagement — they also make an operation more resilient when staffing levels fluctuate. Organizations that invest in better work design often see stronger retention, improved morale and more consistent service quality. Looking across your operation, are there opportunities to make small improvements to your roles?