How Education Can Attract Workers to QSRs Amid High Turnover

How are brands using education to attract and retain workers?

Attracting and retaining talent depends on meeting your team members' aspirations. But what do they truly want? Research shows that 80 percent of employees seek to advance their careers through education. Workforce education initiatives meet this demand by offering learning opportunities that demonstrate your business’s commitment to their growth and financial well-being.

However, to truly attract and retain top talent, you’ll need more than a traditional approach to stand out in a competitive market. A modern workforce education strategy helps employees overcome two significant obstacles—unaffordable upfront tuition costs and uncertainty about where to begin.

These financial and guidance challenges highlight the urgent need for accessible workforce education strategies that provide clear direction, align with employees' career goals, and offer upfront, direct-bill payment options.

What impact does a modern approach to workforce education have?

Investing in employee education can yield substantial returns for QSR owners and operators. Consider a large Mexican fast-casual chain that implemented a tuition coverage program for employees pursuing degrees in fields like agriculture, culinary arts, and hospitality. This initiative led to a significant increase in employee retention, with average tenure more than tripling over a three-year period.

Similarly, a prominent fried chicken QSR recognized the limitations of its existing scholarship program, which primarily benefited traditional students. In response, the company developed a new initiative aligned with its corporate culture and offering technical flexibility to accommodate individual franchises. This revamped program has been highly successful, with over 40 percent of registered employee learners actively engaging with the platform.

These examples demonstrate that funding employee education is not just a perk, but a strategic business decision that can significantly enhance workforce stability and loyalty, while also making learning more accessible.

Why is now the time to consider a new approach to workforce education?

Learning and development programs have long been a staple in the workplace. However, a recent report reveals that 45 percent of employees feel they lack the necessary tools to develop new skills. This statistic underscores a growing demand for comprehensive, effective solutions for professional growth—employees need more than just basic resources.

Employees require robust support and guidance to navigate their educational journey and achieve their career goals. However, even when they find value in these programs, the cost remains a barrier. Many employees cannot afford the upfront expenses associated with traditional tuition reimbursement models, which were established in the 1950s and have seen little change since. These models typically require employees to pay for their education upfront and seek reimbursement later—a process that is unrealistic for many, creating a significant gap in opportunity.

Moreover, learning expectations have evolved. Today’s employees seek flexible education options from accredited institutions that offer programs aligned with their career aspirations. They want education that fits into their busy lives and equips them with transferable skills that they can apply in their roles.

How do today’s industry trends affect talent retention?

Skills are changing, most team members don’t make it past 90 days, and your guest experience is being impacted across all of these fronts. Then you add the cost of turnover. 

With an average cost to replace a restaurant employee averaging $5,864 the costs of high turnover add up quickly. If you’re replacing just 25 team members a year in a restaurant, you’re spending nearly $150K. Reducing turnover quickly contributes to the bottom line, and that is before considering the benefits in terms of customer loyalty and experience that comes with more tenured staff.

What kind of skills are most in demand for restaurant and hospitality careers?

In the restaurant industry, an education program should emphasize the development of durable skills such as leadership, communication, and problem-solving. These skills are essential for delivering exceptional service and fostering long-term career growth, particularly as the industry navigates technological advancements.

Leading companies have successfully adopted this approach. For instance, a medical device company implemented a program that combined technical knowledge with durable skill development, resulting in improved employee performance and a 60 percent increase in program participation within its first year.

For restaurants, these skills are especially valuable in high-demand roles such as new managers, human resources, payroll, facilities management, and various leadership positions. Key focus areas for education programs can include:

Customer service and teamwork: These foundational skills are vital in the QSR industry. Effective communication courses help employees interact professionally with customers and colleagues, while conflict management training equips them to handle challenging situations gracefully.

Leadership and management: As employees advance, they need skills to take on greater responsibilities. Training in team leadership, strategic decision-making, and supervisory techniques prepares workers for advancement opportunities and builds a strong internal management pipeline.

Project management, data analysis and financial literacy: In today's data-driven environment, these skills are increasingly valuable. They enable employees to organize initiatives efficiently, interpret business metrics, and make informed decisions that impact the bottom line.

What are some essential building blocks to create an education program?

The process begins with discovery, which involves assessing both your current and future needs. This analysis provides insight into your talent gaps and existing internal career movements and paths. The information gathered during this phase is crucial in driving the design of your program.

Adult learners with diverse needs require a range of educational options. These can include high school completion, bachelor's and graduate degrees, certificates and English-language learning programs. A broad spectrum of choices allows employees to find programs aligned with their interests and career goals. For instance, a shift supervisor aspiring to become an assistant manager might pursue a Food Service Management Skill Path, offering a curated selection of courses in Restaurant Management, Decision Making for Leaders, Business Strategy in Changing Environments and more.

It’s equally important to provide clear, effective communications that raise program awareness, promote employee participation and encourage program completion. Key motivators such as career advancement, flexible scheduling and earned admission options should be shared throughout multiple channels that reach employees wherever they are – from the frontline to the corporate office.