Why Fast-Tracking Promotions Can Help Retaining Top Talent in Restaurants

How many times were you passed on for promotion simply because you were too “green”, “new” or “too young”?

This topic has been on my mind for a very long time. I encountered these issues many times when my peers or I were overlooked for promotion simply because we were not in the position “long enough” or “we were too young to hold that leadership role” … I bet some of you were there once or twice…

This week I wanted to dive into this conversation and see where it leads us! I know that there are different philosophies about it, and I am open for a debate. Leave a comment and let’s chat!

The Traditional Promotion Timeline: A Relic?

Many hospitality organizations still adhere to a traditional promotion timeline, where employees receive promotions based on seniority or during annual reviews. However, in today’s dynamic work environment, this approach is outdated and impractical. Your best employees are often your most ambitious, and they’re not willing to wait years—or even months—to move up.

Your star employees aren’t just looking for a paycheck (though it is very important); they’re seeking engagement, challenge, and growth. When high-performing employees feel like they’re in a dead-end job with no prospects for advancement, their engagement levels drop. Lower engagement leads to lower effectiveness, and eventually, your best employees will seek opportunities elsewhere. And, believe me, there is a sea of companies, who are dying to get them!

Promoting your best employees quickly doesn’t just serve to retain them; it brings several benefits:

Talent Utilization – Your top-performing employees can do more than their current roles require. Promoting them allows you to fully utilize their skills and contribute to business growth.

Morale Boost – Promotions are a strong morale booster, not just for the individual promoted but for the entire team. It signals that hard work and excellence are rewarded.

Internal Brand Ambassadors – Employees who feel valued and see growth opportunities become ambassadors for your organization, helping to attract other top talents.

The Risks of Delay

Delaying promotions comes with risks:

Loss of Competitive Edge – High-performers are often the drivers of innovation and efficiency. Losing them to competitors can result in a loss of your competitive edge.

Financial Strain – Replacing an experienced employee can cost up to twice their annual salary, especially when considering the time and resources spent on training and acclimating new hires.

Intellectual Property – Your best employees take their knowledge with them when they leave. Even if they don’t go to a direct competitor, the loss of intellectual property can be detrimental.

The Importance of a Robust Organizational Structure for Prompt Promotions

I do need to mention a critical point when it comes to accelerating promotions within your restaurant or hotel.

When it comes to promoting top talent quickly, the absence of a clear hierarchical system and well-defined roles can lead to confusion, operational hiccups, and even resentment among employees. For example, promoting someone to a managerial role without having adequate support in their previous position can create a ripple effect of tasks falling through the cracks.

You also need to think about solid training programs and systems around those leadership roles. Your star employee will bring their A-game in their new role, but you owe them proper onboarding training to ensure long-term success.

Having a transparent organizational structure in place facilitates smoother promotions by defining pathways for growth. This allows employees to understand the steps they can take to advance within the organization. Also, it sets the stage for adequate training and mentorship programs that prepare high-potential employees for the responsibilities that come with higher-level roles. In a well-structured environment, promotions are not disruptive but are instead a seamless transition, managed with minimal turbulence.

Importantly, such a structure also serves as a motivational tool. When employees can see a clear path for career progression, it adds an extra layer of incentive for them to perform at their best. It creates a win-win scenario—employees are motivated to climb the career ladder, and restaurants retain their best talent while ensuring roles are aptly filled.

How to Identify Top Talent in your establishment

Not all employees are created equal. Some employees are more likely to be promoted quickly than others. Here are some simple tips on how to identify top talent in the restaurant industry, which you can start using today:

• Look for employees who are positive and have a good attitude.?To me this is the most important tip! You can teach them hard skills, but good attitude is rare nowadays… They need to be a pleasure to work with. They are positive, have a good attitude, and are always willing to help out.
• Look for employees who are consistently meeting or exceeding expectations.?This is a basic but important measure of top talent. If an employee is consistently meeting or exceeding expectations, they are likely to be a high performer.
• Look for employees who are willing to take on new challenges.?Top talent is not afraid to step outside of their comfort zone and take on new challenges. They are always looking for ways to learn and grow.
• Look for employees who are always looking for ways to improve.?Top talent is not satisfied with the status quo. They are always looking for ways to improve their skills and knowledge.

How to Develop them.

Once you have identified your top talent, it is important to develop them so that they can reach their full potential. Here are some tips for you:

• Provide them with opportunities for training and development.?Believe me, they want to learn and grow. Provide them with opportunities to learn new skills. This could include sending them to training courses, providing them with mentorship opportunities, or temporarily cross-training them in a different role.
• Give them challenging assignments.?They are not afraid of a challenge.
• Provide them with regular feedback.?High performers want to know how they are doing. Provide them with regular feedback so that they can track their progress and make improvements. Establish process around that feedback. Once a year review is simply will not cut it.
• Celebrate their successes.?When they achieve a goal, be sure to celebrate their success. This will show them that their hard work is appreciated and that you are invested in their development.

Pretty straight forward, right? It is not am comprehensive list, but it will get you started.

Final Thoughts.

Promotions are more than just a title change and a pay raise; they’re a key strategy for talent retention and business growth. Waiting for a traditional timeline to promote your best employees is not just outdated; it’s detrimental to your business.

In a field as competitive and fast-paced as restaurant management, where the margin for error is slim, losing your top talent to delayed promotions is a mistake you can’t afford. Prioritize your high-performers, recognize their value, and promote them before it’s too late.

Any questions – I am just a message away! Or connect with me on Linkedin. I am here to help in any way I can.