Labor attraction and retention isn’t getting any easier for restaurants. According to a Bureau of Labor Statistics report released in January, quit rates for the accommodation and foodservice industry increased from 4.8 percent to 6.9 percent over the previous year, a larger spike than any other sector listed. As the pandemic has amplified restaurants’ labor challenges, businesses across the industry have been taking a range of approaches to attract and retain staff. According to research from Black Box Intelligence, pay increases are only part of the solution. Offers of sick days, paid leave and variable pay are also on the increase in an effort to improve restaurant workers’ quality of life. Dig, the chain of approximately two dozen local, farm-sourced restaurants in the Northeast, has been taking cues from the pandemic-era offerings of corporations and giving their staff the option of a four-day work week. According to a Fast Company report, Dig experimented with the offering while they were running a smaller number of restaurants during Covid lockdowns. Staff were given the option of working one less day than they would normally, but the same number of hours across the week. As Dig offers a 40-hour work week, this has meant that participating staff work 10-hour shifts. While it may not work for every restaurant or every employee, Dig leaders say that the workers who have chosen to stick with the schedule have reported having better work-life balance and more time for responsibilities outside of work. (In fact, in an internal survey of 45 people who have participated in the changed work week so far, 87 percent said they would recommend the new schedule.) Looking at your shift schedule, staff needs and restaurant tasks, what might you adjust to offer better work-life balance to staff without sacrificing business needs? Even on a small scale, could you take any cues from businesses in other sectors that are known for strong attraction and retention of staff?