3 tips for hiring, retaining millennial workers: Part 2
Editor's note: This is part 2 of a series about engaging millennials. Click here to read part 1, which discussed three tips on capturing the loyalty of millennial customers.
Like it or not, millennials (those born between 1977 and 2000) are imperative to the success of nearly all restaurant brands. They recently became the largest generation in the workforce with over 53 million workers. In less than 10 years, millennials will make up 75 percent of the workforce, yet many employers face issues when hiring them. A study showed that the restaurant industry currently has an annual turnover rate of 94 percent, much higher than that of any generation before. Millennials are constantly in search of something better or just different, leaving many employers hung out to dry.
If you want to attract, hire and maintain millennial talent, here are three things you need to know:
1. Say goodbye to 9-to-5s
Millennials are looking for flexibility and autonomy when pursuing job opportunities. They like to feel like they have control over their own schedules, rather than fitting into traditional 9-5 norms. Today’s high-performing companies bake flexibility into the core of their corporate culture, letting employees set their own schedules as long as they get their work done.
Employee scheduling software has surged in popularity in recent years because of millennials’ preference for flexibility and proclivity. Employers can now offer employees an easy way to ask for shift swaps and to contact management about requesting schedule changes leading to a happier and more efficient workforce.
2. Keep them inspired
With millennials, it’s no longer acceptable to simply demand they do a task as their superior. Millennials want to know why they are being asked to do a certain task and how it contributes to the overarching goals of the company. For example, if you need an employee to log inventory for you, it is important to explain the importance of the task and how it will ensure your customers receive fresh food. These explanations are not only needed for tasks, but also for any changes or restructuring decisions that you make for your restaurant in order to fully gain their trust and loyalty.
3. Change your training
Restaurants need to make a shift from the traditional sense of training. Training no longer exists solely to meet compliance or company-mandated policies. The best training program today is a multi-faceted learning experience that taps into employee interests, passions and career goals. Employee turnover can impact your business profitability, and high turnover seems to be the new norm at many restaurants, so it's important to train new hires adequately.
One way to do this is via restaurant HR software. Some, for example, allow you to implement and monitor adherence to uniform induction and on-boarding processes across multi-unit restaurants, ensuring that all employees are trained properly.
Food and beverage establishments need to make adjustments when marketing to millennials, and if you’re looking to hire young talent you need to understand millennials’ career aspirations and attitude about work as well. The ones that do this best will win the hearts, minds and loyalty of millennials workers.
Cover photo: iStock
Niall Keane Niall Keane, CEO of SynergySuite Restaurant Management Software, has over 15 years of experience in the hospitality industry. His clients include top restaurant companies and many of the nation's fastest growing and well-respected brands. www