Human Resources For the New Restaurant Model

Page Title

A restaurant is a unique business type, the relationship business.  It’s time we demand a new definition for success to bolster our relationships with both customers and employees.  Building businesses that are equitable, profitable, sustainable.  The founding principles for Workplaces Worth Working, are to develop a business that can appropriately focus on and balance Wages, Benefits, Culture and Education. 


  • Turnover is a restaurant killer, and it’s hard to find the financial impact on your budget or P&L because there is no one line item to look to.  It affects ALL of them.


  • Full service annual restaurant turnover rates have risen from 75% in 2018 to 106% in August of 2021.  On average, the industry is losing and replacing every single employee on staff, and then some more.  What if you can retain 75% of your staff every year?  Let’s get there in baby steps – starting with “only” 60% turnover, still way down from 106%:

    • Current Industry Standard

      • Staff Size: 30

      • Annual Line Level Cost at 106% Turnover Rate: $190,800

      • Annual Manager Cost at 50% Turnover Rate: $28,000

      • Total Annual Turnover Cost: $218,800

    • Workplaces Worth Working Goals

      • Staff Size: 30

      • Annual Line Level Cost at 60% Turnover Rate: $108,000

      • Annual Manager Cost at 33% Turnover Rate: $18,480

      • Total Annual Turnover Cost: $126,480

    • Potential annual saving in turnover cost: $92,320


Deliverables (These deliverables can be customized to meet your very specific needs)

  1. Up to ten (10) Job Stories (May include management and line level employees)

  2. Wanted Ad Copy

  3. Interviewing 

  4. Worker's Guide (Employee Handbook)

  5. Training Guides

  6. Two (2) meetings specific to Wages / Benefits / Culture / Education of 50 minutes each

  7. Significantly expanded services are detailed below


Wanna Know More?  Link to additional detail and content:

Program Details

  • Job Stories are the replacement for the tired old job descriptions that nobody looks at and reads.  The include the story of who you are and what it like to work this position for your restaurant.  The focus is not solely on job duties, it also includes the soft skills that are required to fit with your brand and culture.

  • Wanted Ad Copy is the job post you place.  The old version, an anonymous blast on FaceBook of "Hiring line cooks, $14/HR, HMU" won't land you the quality team you want to match your mission and values.

  • Interviewing includes guidance on how to move through the process, the proper way to reach and communicate with the candidates you seek, sample questions for management and line level employees, as well as timing and planning for your process.

  • Worker's Guide is the replacement for the document you may or may not actually share with your employees during onboarding and orientation.  You know, the one in a dusty binder on the top rack of the A/V shelf?  The Worker's Guide becomes a living breathing document that covers Wages, Benefits, Culture, Education.  It is a day-in, day-out measurement for how people succeed together in your ecosystem.

  • Training Guides are the systems set up to properly train your employees.  It work's a whole lot better than, "We are down a server tonight.  I know it's day 2 of your training, but you have a section now."

Together We Develop Workplaces Worth Working