Why restaurants are still short-staffed (And how to fix it)

Since the pandemic, there’s been a seemingly never-ending stream of headlines about the labor shortage plaguing the restaurant industry. And while the numbers are slowly improving, they’re still nowhere near where the industry needs them to be.

But here’s one fact that we often overlook when we talk about labor shortages in restaurants: it’s not really about the challenge of hiring new employees—rather, it’s the high turnover behind the scenes. 

So what can you, as a restaurant owner, do to stop the cycle and avoid being constantly short-staffed?

Truth behind the turnover

According to Homebase, employee turnover is higher among back-of-house staff—especially dishwashers and cooks, which are also the hardest roles to fill. Compared to front-of-house teams, BOH staff work in more demanding conditions, and their roles require longer training periods and more time to get fully up to speed.

That said, this doesn’t mean front-of-house roles are particularly stable either. The gap between the two is surprisingly small, with FOH turnover at 41% and BOH turnover at 43%.

The main reason FOH performs only slightly better is the ability to earn additional income through tips. But beyond that, the same challenges remain: unpredictable schedules, heavy workloads, pay uncertainty, and a lack of clear career progression—all of which continue to push staff to leave early and often.

Realistic Ways Operators Can Handle Burnout and Turnover

Schedule predictable hours 

People experience burnout less when they know their schedules in advance. Predictable scheduling gives staff the space to plan their responsibilities and commitments outside of work, helping them feel more balanced and less stressed—and more refreshed when they return for the next shift.

You can apply this by:

• Publishing schedules 10–14 days in advance
• Reduce clopens
• Guarantee core hours for key staff

Improve workflows for BOH

Given the tough conditions in the kitchen, BOH employees are more likely to leave because they have far less breathing room compared to FOH. One way to address this is by better supporting your BOH team and empowering them to work more efficiently, reducing both workload and stress during service.

You can apply this by:

• Design a proper dish flow (don’t make it the dumping ground)
• Ensuring the kitchen layout supports the actual flow of work

Use QR ordering for faster orders

The novelty of ordering via QR doesn’t just enhance the customer experience. It also reduces the burden on staff. When diners enter their own orders, input mistakes are far less likely because ownership shifts fully to the guest.

This works best in:

• Pay-at-table 
• Drink reorders
• Patios, bars, lunch rushes

Add kiosks if your space can allow it

Another way to shift ownership in order-taking is by adding kiosks and encouraging customers to place their orders themselves instead of lining up at the counter. This eases pressure on staff to work beyond capacity, and take orders faster, while still meeting customer expectations.

You can apply this by:

• Let kiosks handle ordering
• Reassign staff to expediting, accuracy, and guest help
• Have someone oversee so BOH won’t get overwhelmed

Audit your management team and training plan for new staffs

How a manager treats their staff plays a huge role in employee turnover. The age-old adage, that people don’t quit bad jobs, they quit bad managers is even more resonant within the restaurant industry.

When managers are welcoming and understanding, employees are more likely to stay and advocate for one another, helping build a close-knit culture. This kind of environment is especially important for creating a healthy and supportive kitchen dynamic.

Do this:

• Standardize pre-shifts
• Coach managers on feedback and fairness
• Build simple 30/60/90-day check-ins for new hires

Use AI to forecast peak and slow hours

With the amount of data restaurants collect every day, down to the hour, this information can be fed into AI to identify peak hours, slow periods, and demand patterns. This makes it much easier to schedule staff more intelligently, protecting their well-being while ensuring each shift is properly covered.

You can use Sapaad Vantage to:

• Predict sales by 15–30 minute blocks
• Forecast peak periods
• Match skill level to rush intensity
• Avoid overstaffing slow hours

The key to resolving labor shortages is by retaining your staff

Most of the time, the real issue is turnover caused by pressure points inside the operation. Making small realistic changes in how you schedule, support BOH, shift order-taking, and manage demand can make a meaningful difference.

Because in the long run, the most sustainable way to stay fully staffed is to give people a reason to stay.