Restaurants, hotels, and other hospitality industry businesses continue to battle a tight labor market. To attract not only enough employees but also engaged and productive ones, it’s important to offer benefits that meet them where they are. While it may often be overwhelming to figure out where to start, there are several tenets of an impactful benefits program that can show employees that you, their employer, support them as individuals both at work and at home.
Competitive compensation
Paying fair wages and providing opportunities for raises, bonuses, or profit-sharing can show that you value your employees’ contributions and want them to feel financially secure. There are publicly available resources to help you understand what a fair wage for your business would be.
Medical benefits
Providing a comprehensive medical insurance plan, including health insurance, dental coverage, and health savings accounts, is a foundational element of your benefits package. Given that the hospitality industry is powered by a range of part-time, full-time, contract, and other kinds of employment agreements, think about offering these medical benefits to all employees—not just full-time employees. Also, consider benchmarking your benefit plans and costs to stay competitive.
Training and development
Invest in employees’ personal and professional development through training programs, workshops, and opportunities for career advancement. Such programs could include customer service training, new technology capabilities, upskilling opportunities, and more. Use various training platforms to accommodate different schedules. Providing employees with opportunities to learn and grow not only benefits their professional development but also contributes to their overall well-being.
Work-life balance
Promote a healthy work-life balance by respecting scheduled hours, providing flexible shifts when possible, and offering paid time off for vacations and personal needs. These practices illustrate your attention to work-life balance and can lead to improved employee satisfaction, engagement, and productivity while on the clock.
Clear communication
Maintain open and transparent communication channels where employees can freely express concerns or ideas. Regular staff meetings and one-on-one check-ins can facilitate this. Also, consider providing an anonymous way for employees to share feedback to provide a venue to give all voices the opportunity to be heard and support a culture where employees feel empowered providing feedback to their direct managers.
Recognition and appreciation
Recognize and appreciate employees for their hard work and contributions to the team. This can include verbal praise, written notes, bonuses, or even awards for outstanding performance. For example, implement an Employee of the Month program to highlight exceptional performance and reward outstanding contributions. Acknowledge and celebrate important milestones in employees’ lives, such as birthdays, work anniversaries, and personal achievements.
Financial wellness support
Offer financial wellness resources to help employees manage their assets effectively. This can include financial planning workshops, retirement savings programs, an employer 401(k) match and access to financial counseling services. Encourage them to take advantage of free benefit plans for tuition counseling and assistance, if available.
Mental health support
Offer resources and support for employees’ mental health, such as employee assistance programs (EAPs), counseling services, and mindfulness training. Encourage open communication about mental health issues and provide training for managers on how to support employees who may be struggling. Encourage the use of free federal and state programs.
Safe and supportive work environment
Prioritize the safety and well-being of employees by enforcing health and safety protocols, providing necessary equipment, and addressing workplace issues promptly. Invest in proper training and education on health and safety practices so employees feel secure in their workplace. Potential examples can include offering discounts on work-appropriate shoes and clothing.
Employee feedback and engagement
Regularly solicit feedback from employees about their needs and preferences regarding health and wellness initiatives. Engage employees in the decision-making process and involve them in designing and implementing programs that meet their needs.
Team building activities
Organize team-building events or outings, such as scavenger hunts, book clubs, or flower-arranging classes, to strengthen bonds among employees and build a sense of community within the workplace.
Employee discounts
Offer discounts on meals, public transportation, or other perks to employees as gestures of appreciation. As part of your benefits package, offer a employer-sponsored discount program that covers additional discounts and perks, such as travel or electronics.
Career advancement
Encourage and support employees in pursuing career advancement within the business, such as promoting from within or offering opportunities to explore different roles.
Employee well-being initiatives
Implement wellness programs that promote healthy habits and behaviors among employees, such as smoking cessation programs, fitness challenges, or nutrition education workshops. Consider offering free or discounted access to externally organized wellness programs, such as gym memberships, mindfulness sessions, or stress management workshops, to support employees’ physical and mental health. You can also explore bringing in outside speakers to promote wellness and mental health, running health fairs, or hosting employee appreciation events.
Equitable scheduling
Create consistent and flexible scheduling practices that provide employees with predictability and agency, while also giving employees enough notice to adjust their personal responsibilities, creating a true work-life balance.
By implementing any of these strategies, restaurant owners and managers can take a few simple yet thoughtful steps to demonstrate their commitment to employees and their overall health. In such a competitive industry, investing in the holistic health of employees is not just a “nice-to-have”—it’s a vital strategy for long-term success.
Richard Hartman has been the Industry Leader for Food & Beverage/Hospitality for Marsh McLennan Agency’s (MMA) Northeast region for over a decade. In this role, he has the privilege of delivering his passion for helping the food & beverage/hospitality industries maximize benefits and minimize risk. Outside of work, he can be found rebuilding or remodeling old cars and motorcycles. He and his wife have five children and are his motivation after 40 years in the industry, to provide as best he can. With any time left, he loves working with various local charities and community services.
