turnover problem solution human resource project fast food?

Answer 1

Turnover problems are a result of bad records and bad planning, a combination of both, or just none at all.

In the fast food business, not any different than any other, delivery time of merchandise, or foods and supplies, must be considered in relation to sales history and/or sales projections, on a daily, weekly, or monthly time period.

One must plan the beginning inventory on hand at the BOD, (beginning of day), BOW, (beginning of week), BOM, beginning of month). This is based on a given day's or other, expected, planned, sales.

If ones planned BOD, etc, is only enough for that period of sales, assuming the sales materialize, one is out of inventory. Right?

There's nothing to sell the next morning.

If food delivery can be made every other day, then it must follow that the inventory must be ample to support no less than two days sales, but should support three day's sales. One may not know at what time of day delivery may be made.
This also is a cushion to supply an unexpected surge in sales on
any given day. Any downturn must be adjusted.

Planning and tracking of usage for food and/or supplies is critical.
Delivery time for re-supply is also critical.

When this is done to ones best abilities, a reasonable turnover is accomplished.
The results are, less lost sales, less spoiledge, or loss, and, very important, less need for excessive cash outlay/capitol, and ultimate cash flow.

Too many people run a business "by the seat of their pants".
That results in too much or too little at any given time.

Proper turnover results in maximum profits with minimum capitol outlay.

Answer 2

Fast food is usually cheap food too. If you pay the help better, the food price goes up. So, you are stuck in a problem of low pay and hard work. Who would want to stay in that situation? The first better opportunity, and they leave. Now you have to train a new person all over.

If you pay them for quantity and quality service (count the number of things they do, and survey the results) then you could get business justification to pay one person better than another. That way, the person that will leave is the one not making better money, the low poor quality producer.

Sounds easy from my chair, but what about all the food prep people. They are not up front selling, sure they have similar turnover. Again, pay for performance! Reward good performance, bonus for great performance. Avoid the punishment mode.