We Have to do More with Less

Anyone who knows me knows that I love Chipotle.  I go at least once every week.  When I was pregnant with my girls, it was the only food I could keep down.  And now they both love it too.  I make friends with the staff at my favorite locations.  Avery and I choose a designated ‘Chipotle night’ every school year that coordinates with her dance schedule.  We absolutely love it.

Needless to say, I was shocked and dismayed during a recent visit to find printed signs on the door and in-store indicating that they were out of forks and spoons.  Seriously??  Forks and spoons?  At Chipotle?  I understand the current supply chain issues; however, there are multiple stores selling those items in close proximity to this particular Chipotle location.  Someone couldn’t make a run to pick some up?  But they had time to print signs.  This makes absolutely no sense to me.

When I was in high school, I worked at Dairy Queen.  When we ran out of a staple, someone drove the short distance down the road to the nearest grocery store and picked some up in the spirit of continuing regular operations.  Now, I’ve heard the argument – these large chain restaurants have to ensure consistency and so they don’t step outside of their approved vendors.  I get that, but come on – wouldn’t the lack of forks and spoons constitute a bit of an emergency situation?  Let’s take a reasonable and rational approach here. 

If you have been to any dining or retail establishment over the past 3 years, you know that those operations are different.  Checkout lanes are longer, service is slower.  The chance of getting what you actually want is not high.  It is an interesting time.  While some industries have made considerable strides since the pandemic hit, others are still lagging.  I chalk it up to one main issue – owners are choosing profits over people.

You’ve seen the headlines – labor shortages, workers burned out, women leaving the workforce.  There are many theories as to why the labor pool has dried up.  I believe the truth lies within a combination of the following:

1. The pandemic changed everything.  As a result, people are examining their lives and making changes.  Employees left toxic work cultures in search of better environments and purposeful work.

2. For the most part, many in the Baby Boomer generation have done well for themselves.  When their children were affected by the pandemic, they were able to take them back in.  Many of those children are still working to find their way and are not pressured to immediately take any work they can find. 

3. Employees in service-based industries are taking a stand against low wages in demanding jobs.  They are examining their worth and are not afraid to walk away. 

4. Burn out is real.  Healthcare workers, teachers, even HR – enough is enough.  Employees are prioritizing mental health and work/life balance. 

News flash to business owners – a great surge of workers coming back into the workforce is not going to happen.  You no longer have the upper hand when it comes to recruitment; you must make more effort to attract and retain employees.  Throwing up a job posting and praying for applicants is not an effective strategy.  You have to get creative and prove your company’s worth.  The tables have turned. 

In that spirit, companies have got to hold up the mirror on their culture.  They have to ask the tough questions: why do employees leave?  Why do they stay?  Are our managers well-equipped?  Do we run away from change?  It is a new day in 2023.  Organizations that insist on swimming upstream will not be able to compete. 

If you own a restaurant and you have a worker shortage, don’t work your current employees into the ground.  And don’t make your customers suffer for the sake of earning a buck or two.  Do the right things – take care of your people and make the necessary changes to maintain a high level of customer service.  If you think your bad practices won’t make it onto social media, just wait. 

This is where HR can truly be a strategic asset to any business.  We can lead an initiative for a new, more progressive talent acquisition strategy.  We can encourage owners and leaders to be more people-centric in their operations.  We can provide information on how to best develop and retain top talent.  We can promote cultures of high engagement and low turnover.  This is what we do.  Partner with an outstanding HR professional and watch your business soar! 

Have you checked out my book, People Fusion?  Get yours today!  You can purchase an autographed copy right from my blog site at https://christieengler.home.blog/buy-people-fusion/. 

A portion of all proceeds will be donated to organizations supporting the autism community. 

Thank you for your support!