Labor markets are still recovering from recent events.
Businesses, such as restaurants, are struggling to retain their younger
employees. Some are even struggling to get the younger generation, such as Gen-Z,
to apply. In recent studies, Gen-Z is an entirely different generation from
most employers (Millennials). Gen-Z often requires different approaches.
Gen-Z are those born from the years 1997-2012. According to
the National Restaurant Association Educational Foundation (NRAEF) and the
Center for Generational Kinetics (CGK), Gen-Z are more pragmatic and most often
labeled as "social justice warriors."1
They are looking for employers who genuinely care about their mental and
physical health, employers who offer diversity and flexibility while also
maintaining a positive culture.
So, the best way to retain your younger employees and keep
them engaged will require you to understand them better. Take note of how they
interact with customers and co-workers. Observe how they respond to pressure
and how they utilize the software.
What Gen-Z Wants
from a Restaurant Workplace
As previously mentioned, the best way to keep the younger
employees engaged is to understand them better. Gen-Z are already sparking
changes and inspiring innovations in many businesses, including restaurants.
This is why more iPad restaurant POS systems and AI-inspired technology are
being utilized in many restaurants.
Gen-Z was born into the digital world, so they function best
with technology, up-to-date software systems, and Wi-Fi. This generation likes
things that are easily accessible, which is why businesses must have employment
communication and online scheduling.
Moving on, Gen-Z are not scared to leave a job they feel
doesn't suit their needs. This generation has sparked debates amongst many,
with some employers labeling the last few years as "the Great Resignation."
Gen-Z focuses more on sustainability, mental health, equality, and new ideas.
If a company doesn't fit within an employee's ideals, they most likely will
migrate or won't apply.
Communication preferences
Digital communication channels are best to use when
communicating with staff members, especially those in the younger generations,
such as Millennials and Gen-Z. However, when communicating with employees, it
is best to avoid personal messaging apps such as Facebook messenger, text
message, or iMessage. Some would like to keep their work and personal life
private and avoid sharing their personal numbers with other employees.
Therefore, managers should find a digital communication app
or software to facilitate communication between managers and their employees.
Some digital communication platforms allow managers to schedule recurring
meetings, tip pooling, and scheduling.
How to
Attract and Retain - Highlight benefits
Gen-Z are more financially motivated. Although, we can't
blame them. Necessities are getting more expensive, the housing and renting
markets are at crazy numbers, and more are struggling to keep up with their
finances with just one job. However, with most of them working more than one
job, they burn out. Last year, 58% of Gen-Z reported burnout.2
Be upfront about their wages, vacation days, and scheduling
flexibility. As most Gen-Z are aging out of their parent's insurance
policies, it's best to highlight those benefits if your business offers them.
Focus on diversity
The majority, if not all, of Gen-Z have fought for
diversity, which includes race, gender, and LGBTQ+. They will want to resign if
they feel they are not being represented or treated differently due to their
differences from their peers. In most businesses, employees must build
relationships and trust with their peers. This helps increase productivity and
retention in the long run.
Offer mentorship and training
Employees can become frustrated with their job if they feel
like they aren't doing enough or may become "lost" in the workplace.
This can cause them to become overwhelmed and quit. The best way to avoid this
is to offer proper training initially. Later down the road, if managers feel
their focus is shifting elsewhere or they aren't performing as well as they
were before.
FSR and QSR jobs may seem easy to people from the outside or
experienced workers. Still, sometimes the job roles significantly affect
employees' mental and physical health over time. It is best to check on your
employees and keep track of their performance. From there, managers can decide
which training will benefit them, such as customer service training,
bookkeeping, relearning the menu, and more. This will show employees that they
are being looked after and cared for. This may incline them to stay and improve
their skills rather than search elsewhere.
Allow for flexibility
Everyone has a goal that they would like to reach. Younger
employees usually have more than one job. This could include saving up for
college, paying off student loan debt, saving up for a new car, paying off
their rent, and more. However, because they are constantly working, some don't
have time to themselves, or personal interferences get in the way of their work
schedules. Managers should keep this in mind and allow for flexibility
regarding time off, sick, and vacation days. Keep a policy in place to avoid
conflict.
Contact Us
Goliath Consulting Group is a restaurant consultancy group
based in Atlanta, Georgia. To learn more about digital training and the types
of software that are offered, contact us to find out which is the right fit for
your restaurant: http://www.goliathconsulting.com
or email us at getresults@goliathconsulting.com
Subscribe to our newsletter
to
get the latest restaurant news and blog updates
