Three top pain points for restaurants and what to do about them

It’s rough out there for restaurants right now. What COVID-19 didn’t kill, problems left in the pandemic’s wake are threatening to. Restaurants weathered the last few years with flexibility and creative problem-solving.

You turned your parking lots into dining rooms, offered take-out Margaritas, introduced QR code menus and accessed federal assistance funding to fill in the gaps.

You pushed yourself out of comfort zones and tried new things to get through, hoping these challenges were short-term only to find they’re hanging on like a bad cough.

People in the hospitality industry are tired. We know it. Here are three top pain points for restaurants and some tips to help with the headaches.

Restaurant staffing issues

As a restaurant owner, did you think your restaurant staff would head straight back as soon as closures and social distancing orders came to an end? You didn’t account for the Great Resignation. Client after client have labeled staffing for all positions at all levels as their biggest pain point.

While this is an HR dilemma across the board, restaurants have been hit particularly hard. Reasons cited for not returning to jobs in the restaurant industry are low pay, inconsistent scheduling and lack of professional development and promotion opportunity.

Should you just increase wages?

The obvious solution is to increase wages but that alone may not be enough to attract and retain the talent you’re looking for. Staff members expect more from their employers, so you need to get creative when it comes to benefits.

Perks and incentives

High fuel costs and a long commute were threatening to cause one client’s valued employee to quit so they helped their manager buy an electric car. Other employers are offering gas cards as a perk. Tuition assistance and reimbursement is huge. Offer a set amount to be reimbursed once the semester is completed. Another perk to consider is initiating a retirement plan.

Invest in your people

All these suggestions cost money and we know times are tight but not all worker attractions are compensation-based. Your employees want to feel part of your success. Communicate openly with them. Also, be clear on how you dole out promotions and pay raises. Consider developing mentoring and training programs so employees can advance.