Free 2024 Report

What Restaurant Employees Want

Get inside the minds of 1,500 active restaurant employees:

Discover what motivates them to choose restaurant work

Discover what motivates them to choose restaurant work

Understand what makes them quit, so you can mitigate turnover

Understand what makes them quit, so you can mitigate turnover

Learn simple, effective practices to build and retain great teams

Learn simple, effective practices to build and retain great teams

Scroll down to preview key highlights!

“Throughout my career, I’ve learned that while excellent service starts with hiring, it is strengthened by the workplace culture. By bringing in the right people, training them effectively, and fostering a sense of connection, you’re not just fueling an uplifting culture— but empowering the team to deliver exceptional hospitality.”

“Throughout my career, I’ve learned that while excellent service starts with hiring, it is strengthened by the workplace culture. By bringing in the right people, training them effectively, and fostering a sense of connection, you’re not just fueling an uplifting culture— but empowering the team to deliver exceptional hospitality.”

“Throughout my career, I’ve learned that while excellent service starts with hiring, it is strengthened by the workplace culture. By bringing in the right people, training them effectively, and fostering a sense of connection, you’re not just fueling an uplifting culture— but empowering the team to deliver exceptional hospitality.”

Danny Meyer
Founder, Union Square Hospitality Group

1. Flexibility remains an advantage for hospitality

Restaurant workers have always operated outside the daily rigor of a 9-to-5 schedule, allowing them to live their lives outside of work.

"Why did you start working in the restaurant industry?"

Passion for food and hospitality
0
%
Job availability
0
%
Flexible hours
0
%
Potential for tips
0
%
Career growth opportunities
0
%
Other
0
%

2. Camaraderie is as important as getting paid

More than half of those surveyed listed “Financial incentives”— aka getting paid —among their top motivators. However, regarding motivation, coworkers and the team just edged out financial incentives, putting the team dynamic on par with getting paid regarding what drives restaurant workers.

"What motivates you?"

#1

My coworkers & teammates

#2

Financial incentives

#3

Positive customer feedback

*hover to reveal

"What motivates you?"

#1

My coworkers & teammates

#2

Financial incentives

#3

Positive customer feedback

*hover to reveal

Learn how to elevate your restaurant team and culture

3. Employees don’t leave restaurants—they leave managers

Nearly half of all employees who told us they've left a restaurant job before said they did so due to difficult management. When employees do leave, they are more often than not headed to another job in the restaurant industry.

"Why'd you leave?"

"Why'd you leave?"

"Why'd you leave?"

“I've encountered a few managers who missed the mark, and what's hit home for me is that the best leaders are ready to dive into the thick of it with everyone else.”

“I've encountered a few managers who missed the mark, and what's hit home for me is that the best leaders are ready to dive into the thick of it with everyone else.”

“I've encountered a few managers who missed the mark, and what's hit home for me is that the best leaders are ready to dive into the thick of it with everyone else.”

Kwini Reed
Owner/Operator, Poppy & Seed

4. You can’t give too much recognition — or feedback

More than half of respondents rated “More recognition from management” as something that would increase their engagement at work. However, when we asked how often they currently receive feedback (either positive or constructive), a quarter of all employees said they rarely received any at all.

Discover what motivates restaurant employees to do their best work

5. Restaurant employees want the benefits of traditional 9-to-5

Restaurant work and benefits haven't historically gone hand in hand. However, as restaurants have become more demanding, the Conventional 9-to-5 job benefits like health insurance, paid sick days, vacation, retirement accounts, and more are table stakes.

Paid time off

50%

Paid time off

50%

Growth opportunities

28%

Growth opportunities

28%

Health Insurance

38%

Health Insurance

38%

6. Employees want in-person training—and quickly at that

The preferred length of training time is between 1 and 2 weeks, with 46.6 percent of respondents choosing that option. Some prefer shorter, with less than a week (at 38 percent). And a quarter just want to be thrown in the fire.

“I think what's great in this industry is people wanting to stay, people wanting to grow, and move up. Usually, that's a reflection of those people, the leadership at the store, and what the brand stands for.”

“I think what's great in this industry is people wanting to stay, people wanting to grow, and move up. Usually, that's a reflection of those people, the leadership at the store, and what the brand stands for.”

“I think what's great in this industry is people wanting to stay, people wanting to grow, and move up. Usually, that's a reflection of those people, the leadership at the store, and what the brand stands for.”

Chris Britt
Chief Operating Officer, EPIC Brands

7. Many employees see hospitality as a long-term career. And they need opportunities to grow

A lack of opportunities also drives employees away—24 percent of employees listed a “lack of opportunities” as a reason they've left a restaurant job. Around 75 percent of restaurant employees say that a clear career path and growth opportunities are either important or extremely important for job satisfaction.

Ready to have a happier, more engaged team?