How To Attract Restaurant Employees In 2026: 10 Proven Techniques

Hiring and retaining staff has always been a challenge for businesses in the food industry. With an average turnover rate of 79.6% over the past decade, keeping employees in restaurants has become increasingly difficult.

High turnover not only disrupts business operations but also leads to increased costs and time spent on hiring and training new staff. That’s why you should find the best candidates out there.

However, attracting high-quality restaurant employees goes beyond just filling open positions. You must create a work environment where they want to stay and grow. From offering flexible work schedules and providing regular feedback and recognition, let’s explore strategies to build a strong, committed team that drives your restaurant’s success.

1. Create flexible work schedules

In our restaurant employee engagement report, nearly 58% of 1,500 active restaurant employees cite flexible hours as one of the top reasons they choose to work in the industry. This flexibility allows them to pursue passions outside of work, such as culinary education, or to enjoy a better work-life balance.

When you offer flexible work schedules, you make your restaurant more appealing to potential candidates, increasing the pool of talent from which you can hire.

To do this, provide both part-time and full-time job opportunities to cater to different needs. Some restaurant staff may prefer fewer hours to accommodate school or family, while others might be looking for full-time work with a steady income.

Try your best to accommodate time off requests when employees give you enough notice. And allow them to plan their lives by sending them the work schedule at least two weeks in advance.

Another option is to implement a system that allows employees to swap shifts with each other. This way, your staff has more control over their schedules without causing disruptions to your restaurant’s operations.

Restaurant employee scheduling software can make this process easier, letting employees manage their shifts while allowing you to keep track of changes.

2. Foster a friendly working environment

In an industry that scored 98 out of 100 on the burnout scale due to long hours and high-pressure situations, fostering a positive workplace culture is just as crucial as offering competitive wages and benefits.

A friendly working environment makes the workday more enjoyable and boosts employee morale and productivity. Nearly 60% of restaurant employees said that their coworkers and teammates were the main motivators for staying in their jobs.

One of the best ways to build camaraderie among your restaurant staff is by encouraging open communication. Make sure that every employee feels comfortable sharing their thoughts and ideas.

Hold regular team meetings where everyone can voice their opinions and suggest improvements. By doing so, you solve problems quickly and also show that you value each employee’s input.

If possible, organize team-building activities at least once a year, allowing your restaurant employees to bond outside of work. These activities could be as simple as a monthly team dinner, a friendly cooking competition, or an outing to a local event. They help build trust and understanding among your staff, making the workplace more enjoyable for everyone.

3. Train your managers well

In the same survey we did for 1,500 active restaurant employees, nearly half of them mentioned leaving their jobs due to poor management. Well-trained managers who lead with respect, clarity, and support can greatly improve employee satisfaction, leading to better retention and overall business success.

Ellesse Piper, Operations Manager at 7 Leaves Cafe, emphasizes the importance of hiring and training restaurant managers to build strong relationships with their teams.

“[Store managers] are the most important people in our company because they’re the ones that are impacting between 20 to 60 team members. Their job is more important than mine,” she says.

Equip your managers with leadership skills that go beyond simply assigning tasks. Leadership training should focus on communication, conflict resolution, and team-building. Managers who are strong leaders can inspire their staff to work harder, stay longer, and feel more connected to the restaurant’s goals.

Consider offering leadership workshops or sending your managers to industry conferences where they can learn best practices and network with other professionals. Investing in their growth will pay off in the long run as they apply these skills to improve the work environment.

Train your managers on how to handle conflicts between employees or between staff and customers effectively, as well. A manager who can quickly and fairly resolve disputes helps maintain a positive work atmosphere, which is essential for keeping employees happy.

4. Be transparent in job listings for restaurant employees

Being upfront about wages and benefits in your job listings builds trust with potential employees from the start. It shows that your restaurant values honesty and fairness, which are qualities that can significantly attract top talent.

If you’re operating in California, you’re already required by law to include salary ranges in job postings. Nonetheless, it’s good practice to be transparent about compensation regardless of where your restaurant is located.

Always include the starting wage or salary range in your job postings. By doing so, you attract workers who are genuinely interested in the position and can afford to work at the offered rate.

For example, if you’re hiring for a server position, instead of saying “competitive pay,” specify the wage range, such as “$15-$18 per hour, plus tips.” Give potential employees a clear understanding of what they can expect to attract those who are comfortable with that rate.

5. Offer comprehensive benefits to restaurant workers

In addition to wages, make sure to outline the benefits you offer, such as health insurance, paid time off, or employee discounts.

Benefits can be a deciding factor for many job seekers, especially in the restaurant industry, where such perks are not always guaranteed. For instance, a job listing for a line cook might state, “$17 per hour, health insurance, paid sick days, and employee meals included.”

Many workers are drawn to restaurants that provide health coverage in particular, as it offers them peace of mind and reduces their out-of-pocket medical expenses.

Only 35% of restaurants and bars offer access to medical insurance, which is significantly lower than the national average of 69%. Providing health insurance and other comprehensive benefits can give your restaurant a competitive edge in attracting and retaining top talent.

If you can’t afford full health coverage yet, consider offering a health stipend as a starting point. You could also partner with a local health clinic to offer discounted health services to their staff.

Paid time off (PTO) is also another benefit you can provide. Offering PTO helps employees recharge and reduces burnout, which can lead to higher productivity and longer tenure.

Implement a PTO system where employees earn paid days off based on the number of hours they work. For instance, they could earn one hour of PTO for every 40 hours worked, creating a flexible policy that rewards their hard work.

Beyond traditional benefits, you can offer sign-on bonuses to attract top talent. A small bonus after 90 days of successful employment can make a big difference in retaining the right candidates.

6. Make it easy for more applicants to apply

Check your application process since this might be the one that’s pushing top talent away. 68% of candidates have admitted to abandoning a job application because it was too long and complicated.

Moreover, around 2/3 of applications are done on smartphones. As such, having a mobile-friendly, easy-to-navigate careers page on your restaurant’s website is a critical first step.

Make sure your careers page loads quickly, is easy to read and has buttons that are simple to click on a smaller screen. Additionally, keep your job application form short and to the point.

Only ask for essential information, such as contact details, relevant work experience, and availability. Lengthy forms can deter candidates, especially when they’re applying on a mobile device.

The entire application process should take no more than a few minutes. The quicker and easier it is to apply, the more likely candidates are to complete the process.

7. Use social media to attract workers

Today, social media is one of the most powerful ways to spread the word about your restaurant’s work culture. Potential employees can check a restaurant’s social media profiles before applying to get a feel for the work environment.

By actively showcasing your positive workplace culture online, you make your restaurant more appealing to job seekers who are looking for a great place to work.

One notable restaurant social media marketing strategy is to feature your staff’s contributions and share their stories. It makes your employees feel valued while also showing potential candidates that your restaurant cares about its people.

You can also show what it’s like to work at your restaurant by posting behind-the-scenes photos and videos. This could include kitchen preparations, team meetings, or staff celebrations.

Giving a glimpse into the day-to-day operations helps potential employees see the friendly and dynamic environment they could be a part of.

8. Onboard new restaurant staff properly

Attracting the best restaurant employees doesn’t just stop once they’ve signed their contracts. It’s also crucial to onboard them properly.

When new restaurant workers receive proper training, they gain the confidence and skills they need to perform their job well. Well-trained employees are 69% more likely to stay with their employer for three years.

Before your new hires begin, create a detailed training plan that covers everything from learning the menu to understanding your restaurant’s policies and procedures. Break down the training plan into daily goals.

For instance, on day one, focus on introducing the employee to the team and the restaurant layout. By day three, they could learn about customer service standards and how to use the POS system.

While thorough training is important, it’s also essential to get employees into their roles quickly. Design your onboarding process to be efficient without sacrificing quality. We recommend integrating new hires within one to two weeks to help them feel comfortable and productive as soon as possible.

9. Set clear opportunities for growth and success

Offering clear career paths and growth opportunities is a powerful way to attract restaurant employees who view hospitality as a long-term career. 66% of young workers aged 18 to 24 said learning new skills is one of the top three factors they consider for job opportunities.

Host quarterly training sessions where employees can learn new culinary techniques or customer service strategies. Employees who complete these sessions could receive certificates that qualify them for promotions within the restaurant.

Another way is to develop a “Career Ladder” document that outlines the different roles within your restaurant and the skills or experience required for each. For instance, to move from server to floor manager, an employee might need six months of experience plus completion of a leadership training course.

10. Recognize your restaurant staff’s hard work regularly

Lack of recognition is one of the reasons why restaurant workers quit. Acknowledging your employees’ hard work and progress can go a long way in keeping them motivated and engaged.

Make it a habit to give feedback when appropriate. Don’t wait for formal reviews to acknowledge your staff.

When you see an employee going above and beyond, tell them about it right away. Immediate feedback shows that you’re paying attention and that you appreciate their hard work.

Doing this can be as simple as a quick “Great job on handling that rush today!” or “Thank you for stepping up to help your teammates.”

After a particularly busy shift, you can take a moment to thank the kitchen staff for their efficiency. A quick word of praise can make a big difference in how valued they feel.

Of course, you should still schedule regular check-ins to provide structured feedback and recognize improvement. These meetings don’t have to be long, but they should be consistent.

Use these sessions to discuss what the employee is doing well and where they can improve. Make it a two-way conversation by encouraging them to share their thoughts and concerns.

Public recognition can also be a powerful motivator. Highlighting an employee’s hard work in front of their peers not only makes them feel appreciated but also sets a positive example for others. You can do this during team meetings, in a staff newsletter, or even on a staff bulletin board.

You can try peer recognition as well. Encourage your staff to recognize each other’s efforts by nominating their coworkers for awards or shoutouts. This way, you can foster an environment of teamwork and mutual respect.

Set up a “Shout-Out” board in the break room where employees can write notes of appreciation for their colleagues. These simple gestures can boost morale and strengthen team bonds, helping you create a team that enjoy working together and who are most likely to stay with your restaurant.

Transform your restaurant into a talent magnet

Attracting and retaining top restaurant employees starts with creating a workplace where they want to stay and grow. Offering flexible schedules, providing clear opportunities for growth, being transparent in job listings, and developing a structured onboarding process can help you find the right talent and keep them engaged.

Build a happier, more connected team with 7shifts. Our employee engagement tool can help you improve communication through features like Shift Feedback, Team Chat, and Manager Log Book, creating a workplace where your staff thrives.