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Month: July 2025

How Manager Behavior Impacts Hiring and Retention Outcomes

Posted on by Billy Giordano

In hospitality, your front-line managers are more than task delegators—they’re culture setters, retention influencers, and often, the first reason someone either accepts or declines a job offer. In fact, manager behavior can make or break your hiring and retention outcomes.

First Impressions Start with Management

When candidates step in for an interview, they’re not just evaluating the job—they’re evaluating leadership. A warm, respectful, and communicative manager leaves a lasting impression. On the flip side, rigid or dismissive interactions during hiring can turn top talent away before they even sign on. According to Gallup, 50% of employees have left a job to “get away” from a manager.

The behavior of your hiring managers is often a preview of the workplace culture. And in hospitality, where emotional intelligence matters as much as technical skill, this preview is everything.

Manager Behavior Drives Retention

Once an employee is on the floor, manager behavior becomes a daily influence on whether they stay or go. Consistent support, clear expectations, and empathetic leadership reduce burnout and boost job satisfaction. Conversely, micromanagement, unclear communication, or lack of appreciation are leading causes of high turnover—an expensive issue in our industry.

A 2023 report by SHRM found that employees who rated their managers as effective were 70% less likely to be actively looking for a new job. That’s a retention metric you can’t ignore.

Train Your Managers Like You Train Your Staff

Many hospitality businesses invest heavily in onboarding and training frontline staff but forget to give managers the same attention. If you want to improve your hiring outcomes, start by giving managers the tools to lead effectively. This includes:

  • Training in emotional intelligence and communication
  • Conflict resolution techniques
  • Coaching on providing constructive feedback
  • Clear hiring and onboarding frameworks

When managers feel equipped and supported, they lead better—and that energy trickles down to every team member.

Elevating Manager Behavior with the Right Tools

At the end of the day, you can’t manage what you don’t measure. Encourage feedback loops between employees and management. Build a culture of accountability and praise. Recognize that manager behavior is not just an HR concern—it’s a bottom-line issue.

StaffedUp makes it easier to identify and support great hires from the start. By streamlining your hiring process and giving managers visibility into talent pipelines, we help you build stronger teams—and retain them longer.

Ready to empower your managers with better hiring tools? Let StaffedUp help you make smarter hires and reduce churn.

From Server to Supervisor: How to Prepare for a Leadership Role

Posted on by Evan Rief

You’ve mastered the menu, nailed customer service, and know your team inside and out—so what’s next? For many hospitality workers, stepping into a leadership role is a natural (and exciting) next move. But making the leap from server to supervisor takes more than seniority. It’s about mindset, initiative, and showing you’re ready to lead.

Here’s how to prep for your next big opportunity.

1. Start Thinking Like a Leader—Now

You don’t need the title to start acting like a leader. Supervisors are proactive, not reactive. Start by:

  • Offering to train new team members
  • Taking ownership of your shifts
  • Helping solve small problems before they become big ones

Managers notice team members who step up—especially those who do it without being asked.

2. Sharpen the Skills That Matter

Great supervisors know how to balance guest needs with team performance. That means strengthening both soft and hard skills:

  • Communication: You’ll need to give clear direction and handle occasional conflict. Indeed’s leadership skills guide offers a solid overview.
  • Time management: You’ll likely oversee shift flow, breaks, and floor coverage—so being organized is key.
  • Team motivation: Learn what keeps coworkers engaged, especially during stressful rushes.

These skills build trust and create a smoother work environment—both top priorities for anyone in a leadership role.

3. Ask for Feedback—and Use It

Let your manager know you’re interested in growing into a leadership role, and ask what you’d need to improve to get there. This shows initiative and gives you clear direction.

Better yet, act on the feedback. Consistent improvement is one of the most obvious signs you’re ready for more responsibility.

4. Learn What Supervisors Really Do

Before you step into a supervisor role, take time to observe what current leaders actually do. Are they solving problems behind the scenes? Juggling last-minute callouts? Managing inventory or closing duties?

Understanding the behind-the-scenes work of a leadership role prepares you for what’s ahead—and proves you’re serious about the transition. For more insight, CareerOneStop offers great resources on hospitality leadership paths.

Ready to Step Up? StaffedUp Can Help

At StaffedUp, we connect hospitality pros like you with jobs that match your skills—and your goals. Whether you’re looking to grow into your first leadership role or already have experience, our platform makes it easier to find the right fit, fast.

Just create your profile, apply in a few clicks, and take the next step toward your future in hospitality leadership.

The Role of Empathy in Hospitality Leadership and Hiring

Posted on by Jeremy Phillips

Strong hospitality leadership has always required more than just operational know-how. In an industry built on human connection, empathy is quickly becoming the superpower of standout leaders—and the secret sauce for building teams that last.

Whether you’re running a fine-dining restaurant or managing a bustling bar, leading with empathy isn’t just “nice to have”—it’s a business advantage.

Empathy = Engagement

Empathy in the workplace directly improves employee engagement. When leaders make a genuine effort to understand what their staff are going through—personally and professionally—it builds trust and loyalty.

According to Forbes, empathetic leadership leads to better collaboration, innovation, and retention. In hospitality, where emotions run high and stress can spike during service, a calm and compassionate leader can make or break the tone of a shift.

Hiring Through an Empathetic Lens

Empathy also plays a critical role during the hiring process. Applicants aren’t just names on resumes—they’re individuals with motivations, challenges, and aspirations. A hiring process that acknowledges that is more likely to attract the right fit.

Start by asking better interview questions—ones that reveal how candidates handle interpersonal dynamics, not just technical tasks. Be transparent about job expectations, and check in on how they’re feeling throughout the process. It’s a small shift that builds goodwill and reputation.

As Harvard Business Review points out, traditional hiring often over-indexes on confidence or experience. Empathy helps leaders see beyond that—spotting the potential, humility, and emotional intelligence that often make the best hires.

Leading the Right Way—Especially Now

Post-pandemic, hospitality teams are still rebuilding. Burnout, understaffing, and a shifting labor market make it even more critical for leadership to show up in a human-first way.

True hospitality leadership means taking care of your people first, so they can take care of your guests. That might look like checking in after a hard shift, offering mental health resources, or simply being present and approachable. These habits don’t just boost morale—they prevent turnover.

StaffedUp: Built to Help You Lead Smarter

At StaffedUp, we know that good hiring isn’t just about filling shifts—it’s about building a team that’s motivated, aligned, and ready to grow with your business. That’s why our tools are designed to streamline communication, surface great candidates faster, and help you lead with empathy from day one.

Hospitality runs on heart. Let’s make sure your hiring reflects that. Learn more at StaffedUp.

Career Pivots: Moving from FOH to BOH (and Vice Versa)

Posted on by Evan Rief

The hospitality industry is one of the few where career pivots are not only possible—they’re common. Whether you’re front-of-house (FOH) looking to move into the kitchen or a back-of-house (BOH) pro curious about guest-facing roles, there’s real opportunity in changing things up.

The key is knowing what you’re walking into—and how to make the most of your current skills.

FOH to BOH: Making the Jump to the Kitchen

If you’ve worked as a server, bartender, or host, you know how crucial communication and timing are. These soft skills translate surprisingly well into the kitchen—especially in high-volume operations where teamwork matters just as much as knife skills.

That said, BOH roles require specific technical abilities. Before making this career pivot, consider:

  • Asking to shadow a kitchen shift or help with prep to get a feel for the workflow.
  • Enrolling in a short culinary course to build basics—Culinary Agents has useful learning resources.
  • Expressing your interest internally if you’re already working at a restaurant that promotes from within.

You don’t need to be a pro chef on day one—but showing initiative can go a long way.

BOH to FOH: Stepping Into Guest-Facing Roles

Maybe you’ve spent years behind the line and want something with more guest interaction or more flexible hours. Transitioning from BOH to FOH can feel like a big shift—but it’s absolutely doable.

Skills like consistency, urgency, and product knowledge will serve you well in roles like:

  • Server or bartender
  • FOH supervisor
  • Event coordinator or catering manager

To prep for the shift, you might:

  • Brush up on communication and conflict resolution skills with tools like MindTools.
  • Ask to assist during pre-service meetings or guest events to get more comfortable in guest-facing settings.

Remember: confidence builds over time—and most FOH roles have training periods to help you adjust.

Transferable Skills Make It Possible

The secret to successful career pivots in hospitality? Leveraging the skills you already have. Time management, multi-tasking, service under pressure—these are valuable in any role.

And don’t forget, hiring managers love candidates who understand more than one side of the house. It shows empathy, versatility, and leadership potential.

How StaffedUp Can Help

If you’re ready for a career pivot in hospitality, StaffedUp makes it easier to find roles that align with your goals. Whether you’re moving from FOH to BOH or the other way around, we help you connect with employers who value your unique experience.

Apply quickly, track your progress, and take the next step toward a more fulfilling role—without the stress.

What Motivates Today’s FOH Staff (Hint: It’s Not Just Money)

Posted on by Evan Rief

Hiring for front-of-house roles in today’s hospitality market takes more than offering competitive wages. Yes, money matters—but what motivates today’s service staff goes well beyond a paycheck. With ongoing labor shortages and growing competition for talent, understanding these motivations is critical for employers looking to attract and keep quality people.

Here’s a look at the real drivers behind FOH employee satisfaction—and how you can use this insight to hire smarter and retain longer.

1. Flexibility Is the New Gold Standard

One of the top answers to “what motivates hospitality workers?” is flexibility. According to Forbes, flexibility is now a major factor in job satisfaction—even in industries like hospitality where rigid schedules have long been the norm.

Whether it’s allowing staff to swap shifts easily, request consistent days off, or have input in their schedules, a little flexibility can go a long way in improving morale and reducing turnover.

2. Growth and Recognition Beat Routine

Front-of-house staff often seek more than just stability—they want growth. Providing a clear path to advancement or cross-training opportunities keeps employees engaged and reduces burnout. Recognizing their contributions also boosts loyalty and productivity.

A Gallup study found that employees who feel their work is appreciated are more likely to stay and perform better. This is especially true in roles where daily effort can often go unnoticed by management.

3. A Positive Work Culture Makes All the Difference

Toxic workplaces are a top reason employees leave—regardless of industry. Front-of-house teams thrive in environments where communication is clear, management is respectful, and everyone feels part of a team.

Ask yourself: Do your employees feel psychologically safe? Can they speak up without fear? Do they know their manager has their back during tough shifts? These things matter more than you might think when it comes to what motivatessomeone to show up and give their best.

4. Purpose-Driven Environments Win

Many FOH staff are driven by more than just customer tips. They want to feel part of something meaningful—whether it’s the company’s mission, a sense of team, or pride in delivering a great guest experience.

This is especially true for Gen Z workers, who are motivated by values-aligned workplaces. When your business has a clear “why,” it becomes a magnet for the kind of employees who stick around.

StaffedUp Helps You Hire for Fit—Not Just the Role

Understanding what motivates front-of-house candidates helps you attract the right people from the start. At StaffedUp, we help hospitality employers streamline the hiring process, spotlight their brand culture, and connect with applicants who are aligned with their workplace values.

From customizable job posts to real-time applicant tracking, our platform helps you build a team that’s not just capable—but committed.

Ready to hire people who actually want to be there? Try StaffedUp today.

Hospitality Job Search: How to Figure Out What You Really Want

Posted on by Evan Rief

When it comes to your hospitality job search, it’s easy to jump at the first opportunity that comes your way—especially if you need a paycheck fast. But if you want something more than just “a job,” it helps to take a step back and ask: What do I actually want out of this?

Understanding your goals and priorities can save you time, reduce burnout, and lead to better long-term job satisfaction. Whether you’re a seasoned server or brand new to the industry, these tips can help guide your next move.

1. Identify Your Non-Negotiables During the Hospitality Job Search

Start by making a list of what you must have in your next job. These are the deal-breakers—things like:

  • Scheduling flexibility
  • Consistent hours
  • A positive work environment
  • Opportunities for advancement
  • A specific pay rate or benefits

Be honest with yourself. It’s okay to want work-life balance or a short commute. These details will help you filter out jobs that don’t serve you.

2. Figure Out What Motivates You

Are you looking to grow into management? Save for school? Make meaningful connections? Knowing why you’re working helps shape the kind of job you should pursue.

According to Indeed’s career guide, understanding what motivates you leads to stronger job performance—and makes it easier to communicate your goals during interviews.

3. Reflect on Past Roles (The Good and the Bad)

Think back to past hospitality jobs. What did you love? What drained you?

For example:

  • Did you thrive in fast-paced, high-volume restaurants?
  • Or prefer quieter cafes with a more personal touch?
  • Did supportive management make a difference in your experience?

Use those experiences to build a clear picture of your ideal work environment.

4. Research Roles Before Applying

Every listing in your hospitality job search might sound similar, but job titles can vary widely in expectations and culture. Before you apply, take time to read the full job description—and even check out reviews of the employer on sites like Glassdoor or social media pages.

A little research goes a long way toward avoiding unpleasant surprises on day one.

5. Use the Right Tools to Find the Right Fit

When you know what you’re looking for, you can search with purpose. That’s where StaffedUp comes in—we help job seekers connect with hospitality jobs that match their goals and values. Our application process is quick, mobile-friendly, and designed to make job hunting less stressful and more successful.

Your next opportunity shouldn’t just fill your schedule—it should fit your life.

Hospitality Burnout: What Employers Can Do to Prevent It

Posted on by Billy Giordano

Burnout isn’t new in hospitality—but it’s hitting harder than ever. Long hours, unpredictable shifts, customer-facing stress, and labor shortages are creating the perfect storm. For employers, hospitality burnout isn’t just an HR issue—it’s a business one.

Unhappy, exhausted employees don’t just leave—they impact team morale, service quality, and your bottom line. So let’s talk about what’s driving burnout and how you can prevent it before it spreads through your team.

What Is Hospitality Burnout, Really?

Burnout is more than just being tired. It’s chronic physical and emotional exhaustion caused by prolonged workplace stress—especially when that stress feels unmanageable or thankless.

In the hospitality industry, burnout often stems from:

  • Understaffed teams
  • Lack of schedule control
  • Low recognition
  • High guest expectations
  • Poor communication from management

According to Mental Health America, burnout leads to increased absenteeism, turnover, and even mental health struggles. It’s not something you can afford to ignore.

Recognizing the Signs

To prevent hospitality burnout, employers need to know the signs:

  • Sudden drop in enthusiasm or work quality
  • Cynicism or irritability
  • Increased sick days or lateness
  • Withdrawal from team interactions

These red flags can start subtly and grow quickly. Checking in regularly with your team—formally and informally—can help catch burnout before it leads to a resignation letter.

What Employers Can Do

The good news? Burnout can be managed—and even prevented—with the right culture and systems in place.

Here are a few effective tactics:

  • Offer schedule flexibility: Even one “set” day off per week can help staff feel in control.
  • Recognize effort: A simple thank-you or shift reward goes a long way.
  • Rotate roles: Give employees variety when possible to reduce monotony.
  • Encourage breaks: Build in moments of rest, especially during peak hours.
  • Open the feedback loop: Create space for staff to speak up without fear.

Harvard Business Review emphasizes that psychological safety and transparency from leaders are essential in combating burnout.

Support Doesn’t Have to Be Complicated

Your staff doesn’t expect perfection. But they do notice when their employer is trying. Creating a culture where team members feel seen, heard, and supported is the best defense against hospitality burnout—and it starts with leadership.

At StaffedUp, we help hospitality employers not just fill roles—but do it in a way that supports long-term retention and team satisfaction. From smarter scheduling tools to better applicant filtering, we streamline your hiring so you can spend more time building a culture your team wants to stick with.

Ready to build a stronger, more resilient team? Let’s talk.

Turning a “Survival Job” into a Career-Builder in Hospitality

Posted on by Billy Giordano

Maybe you picked up a hospitality job to make ends meet—but what if it could be more than just a paycheck? Whether you’re working a host stand, slinging drinks, or running plates, you’ve already got a foot in the door of one of the most opportunity-rich industries out there. The truth is, many hospitality professionals started with a “survival job” and turned it into a long-term career-builder.

With the right mindset and a few smart moves, you can too.

1. Treat Every Shift Like a Stepping Stone

Even if this wasn’t your dream job, it can still build your future. Showing up with a strong work ethic, positive attitude, and willingness to learn puts you in a great position to grow. Managers notice people who go the extra mile—and those are the folks they promote.

Want to stand out? Learn how different roles in the restaurant or hotel function. Ask to shadow, train in new areas, or take on small leadership tasks. The more value you bring, the more indispensable you become.

2. Ask for Feedback—and Use It

Constructive feedback is one of your greatest tools for growth. Don’t wait for formal reviews—ask your supervisor how you can improve and grow within the team.

According to Harvard Business Review, actively seeking feedback shows maturity, initiative, and a growth mindset—key traits employers look for when promoting from within.

3. Build Skills That Transfer

Hospitality jobs sharpen a ton of high-demand soft skills: communication, time management, customer service, multitasking—the list goes on. These are the exact skills that can translate into management or even corporate hospitality roles.

In fact, this guide by The Balance Careers breaks down how soft skills are often just as important as technical ones in climbing the career ladder.

Start keeping track of your achievements: how you handled a tough guest, led a shift, or trained a new hire. These are career-builder moments.

4. Look Ahead (and Speak Up)

If you’re hoping to grow, let your manager know. Many hospitality businesses love to promote from within—they just need to know who’s ready. Expressing interest in advancement shows initiative and helps them plan for your future on the team.

And if upward mobility isn’t possible where you are? That’s good info, too. It may be time to explore other opportunities.

Make Your Next Step Count with StaffedUp

Whether you’re just getting started or ready to level up, StaffedUp makes it easy to find the next hospitality opportunity that fits your goals. With a streamlined application process and updates right to your inbox, we help you move beyond survival—and toward your next big step.

Hiring with Hustle: Speed vs. Quality in Filling Hospitality Roles

Posted on by Evan Rief

In the hospitality world, timing is everything. Whether you’re short a bartender before a holiday rush or scrambling to replace a no-show dishwasher, the pressure to fill roles fast is real. But here’s the catch: filling hospitality roles too quickly can sometimes lead to bigger problems down the line—like high turnover, culture clashes, or costly training.

So how do you find the balance between hiring fast and hiring well? Let’s break it down.

The Case for Speed

Hospitality is a fast-moving industry. A vacant role doesn’t just slow things down—it directly impacts your guest experience and your team’s morale. According to Hospitality Net, labor shortages remain one of the top challenges for restaurants and hotels in 2025, meaning employers often feel forced to act quickly just to stay afloat.

Speed matters. But it shouldn’t come at the expense of screening, onboarding, or team fit.

The Value of Quality Hires

Hiring someone who’s a great cultural fit, has strong soft skills, and genuinely wants to grow with your business? That’s gold. Quality hires tend to stay longer, perform better, and contribute to a stronger workplace culture.

But quality takes time. From vetting resumes to scheduling interviews, the process of identifying the right person isn’t instant.

SHRM suggests that while faster hiring is essential, rushing can backfire if you’re not careful about vetting applicants properly.

Finding the Balance: Speed and Strategy

Here’s how savvy hospitality employers are balancing hustle with intention when filling hospitality roles:

  • Pre-screen smartly: Use clear job descriptions and application filters to weed out unqualified candidates early.
  • Invest in a talent pool: Keep a pipeline of “almost hired” past applicants so you’re not starting from scratch.
  • Streamline the process: Use tech to automate scheduling and reminders, reducing bottlenecks without cutting corners.
  • Prioritize soft skills: While technical skills matter, personality and adaptability are often better indicators of success in hospitality.

Final Thought

You shouldn’t have to choose between speed and quality when it comes to filling hospitality roles. With the right tools and a clear hiring strategy, you can do both—bring in great people, fast.

At StaffedUp, we help you streamline your hiring process so you can move quickly without sacrificing quality. Our platform is designed for hospitality businesses that need to stay nimble, competitive, and fully staffed—without the hiring headaches.

Need help finding top talent, fast? Let’s get started.

Frequently Asked Questions

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  • How can WOTC impact my business?

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