HR Management For Restaurants During COVID-19
Despite the current pandemic, the food service industry continues to thrive. And while in-store visits are limited in a bid to control the spread of the coronavirus, restaurants are rolling with the punches by looking for effective ways to maintain their bottom lines.
In the midst of widespread business closures, some establishments were already adapting to a future that’s totally different before the pandemic disrupted the food service industry. From hands-free facilities to flexible kitchens, restaurants are doing what they can to survive. And that’s because sales in the restaurant industry account for 51% of family dollars spent on food by consumers in the US.
Restaurants will be seeing rough waves in the coming months, but we can rest assured the industry will remain standing as long as restaurant owners manage the workforce properly.
That said, how will restaurant owners approach HR management?
- What will the future hold for people who already have the right skills to work in the food industry?
It may seem a bit hazy now, but building an optimistic future for the restaurant sector will depend mostly on how business owners manage their employees.
Let’s take a look at a few key takeaways:
Doubling down on employee retention
Many restaurant owners find it difficult to find quality talent for the long run without compromising their operational budget. Most of the time, they have to settle for people who won’t last a year. Considering this health crisis, the last thing you want to do is to turn away talented staff members. It’s high time that you improve your employee retention by:
1. Be open with your staff
Adopt an open-door policy in your restaurant. Make yourself available for questions and issues that affect workforce cohesion. By giving your staffers equal opportunity in developing a positive culture in the workplace, you give them a good reason to stay.
2. Streamline HR-related processes
Apart from giving your employees space for sharing their sentiments, you also need to simplify HR-related activities such as processing leave requests and managing shift schedules. Using special software can help reduce errors and duplicates and lead to making better decisions.
3. Follow developments as they unfold
With the pandemic not letting up anytime soon, the HR department should already have contingency plans in place. Aside from that, it also has to follow developments regarding employee support for the food service sector.
4. Forge linkages with other enterprises
The pandemic is hitting the restaurant industry really hard. It’s only a matter of stakeholders building networks that can chart the industry’s future in the so-called new normal. This also involves knowing how to prevent mass layoffs and ensuring adequate support.
This is one challenge that’s difficult to tackle, but with the American government rolling out relief packages for small businesses, restaurant owners can cushion the pandemic’s blow to their employees and maintain the profitability of their businesses.
This may all seem speculative, but the best we can do in these trying times is to look for ways to negotiate the challenges that the post-coronavirus future holds.
© New To HR
