The Real Reason New Hires Don’t Last. And What to Do About It
You’ve done the hard part. Found someone with the right energy. The right smile. The right answers. They accepted the job. You added them to the rota. And just when you're ready to exhale, they disappear. No show. No message. Just gone. It’s easy to chalk it up to “people these days.” But in reality, many of those walkouts happen not because they weren’t serious, but because your onboarding wasn’t. Let’s be blunt. Most restaurants don’t have a people problem. They have a welcome problem. Here’s what needs to change
4 Ways to Make Onboarding Actually Work
The First Impression Starts Before the First Shift
There’s a critical window between “yes” and “day one” that often gets ignored. But silence during this time sends a loud message. You’re on your own.
A better approach:
Send a clear welcome message
Confirm their schedule, where to go, and what to bring
Let them know who their trainer is
Add a human touch. Even a short voice note or a photo from the team makes a difference
That early communication builds confidence and trust before they ever walk through the door.
Make Day One Feel Like Day One
You only get one chance at a first impression. Yet most restaurants treat it like just another shift.
That’s a mistake.
Don’t leave them wandering. Don’t make them chase you for a uniform or ask who they’re reporting to.
Instead:
Be ready for them
Introduce them by name
Give a quick tour and offer a warm welcome
Let them feel like someone’s genuinely glad they’re here
People don’t stay for policies. They stay where they feel seen.
Structure the Training. Don’t Wing It
Too often, training is passed around like a hot potato. The new hire follows someone random. There’s no checklist, no structure, no clarity.
That leads to confusion and low confidence. And it shows in the guest experience.
Fix it by:
⦁ Creating a repeatable, role-specific training plan
⦁ Using clear checklists to track progress
⦁ Pairing new hires with people who actually enjoy mentoring
⦁ Combining digital resources like videos or short guides with real-life support
If training is weak, inconsistent, or rushed, your new hire won’t feel equipped. They’ll feel set up to fail.
Keep the Dialogue Going
Most restaurants stop checking in after the first couple of shifts. That’s a missed opportunity.
Short, structured check-ins at day 3, day 7, day 30 can surface concerns early and strengthen trust.
Ask:
How are you finding things so far?
Is anything unclear or confusing?
What would help you feel more confident?
Even five minutes of attention can make someone feel invested in.
The Bottom Line
When a new hire walks out after just a few days, it’s tempting to think, “Well, they weren’t serious.” But sometimes, they were. Until your process made them doubt it.
Good onboarding isn’t a luxury. It’s a retention strategy.
Done right, it sets the tone. It builds commitment. It saves money and stress down the road.
The truth is, most new hires don’t leave because they didn’t care. They leave because no one made them feel like they mattered.
Fix that, and you’ll be surprised how many of them stick around and thrive.
