We welcome back Jordan Boesch, CEO of 7Shifts, to discuss their 2026 report "What Restaurant Employees Want". Key findings reveal that understaffing remains the top employee stressor, great coworkers matter more than pay, and offered benefits often mismatch what employees actually value. Jordan emphasizes the power of manager recognition and strong team culture in driving retention. The conversation also touches on AI in restaurant operations, stressing the importance of solving real problems rather than adopting technology for its own sake.
Key highlights Included...
- Overview of the 2026 report "What Restaurant Employees Want" by 7Shifts.
- Key factors affecting restaurant employee satisfaction, including staffing and team dynamics.
- Importance of offering relevant benefits that align with employee preferences.
- The role of manager recognition in boosting employee morale and retention.
- Discussion on the impact of understaffing as a major stressor for employees.
- Insights on how positive workplace culture can enhance employee engagement.
- Exploration of the use of AI in restaurant operations and product development.
- Emphasis on solving real customer problems with AI rather than using it for its own sake.
- Examples of creative benefits tailored to different employee demographics.
- The significance of open communication and feedback mechanisms in understanding employee needs.
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What Restaurant Employees Really Want in 2026: Actionable Insights from 7Shifts' Report
The restaurant industry is in the midst of a transformation, driven by shifting employee expectations, evolving technology, and a renewed focus on workplace culture. In a recent episode of the Running Restaurants podcast, host Jaime Oikle sat down with Jordan Boesch, CEO of 7Shifts, to unpack the findings of their 2026 report, What Employees Want. This data-driven, interactive report dives deep into the real needs and motivators of restaurant staff, offering a roadmap for operators who want to attract, engage, and retain top talent.
Here we break down the main themes and actionable tips from the episode, providing you with expert-backed strategies to build a thriving restaurant team. Whether you're a single-unit operator or a multi-location brand, these insights will help you create a workplace where employees want to stay and grow.
Understanding the Modern Restaurant Employee
Today's restaurant employees are more vocal, informed, and selective about where they work. They expect more than just a paycheck-they want meaningful work, supportive teams, relevant benefits, and recognition for their contributions. The What Employees Want report by 7Shifts, based on extensive data and operator interviews, reveals that the old playbook no longer works. Operators must adapt to these new expectations to remain competitive.
Five Key Insights from the "What Employees Want" Report
1. Understaffing: The Top Stressor
Key Finding:
Understaffing remains the number one source of stress for restaurant employees, impacting morale, performance, and retention.
Why It Matters:
Chronic understaffing leads to burnout, mistakes, and a toxic work environment. Employees feel unsupported and are more likely to leave, creating a vicious cycle.
Actionable Advice:
- Audit Your Scheduling: Regularly review shift coverage and labor needs. Use scheduling software to forecast busy periods and adjust staffing accordingly.
- Build a Bench: Cross-train employees so you have backup for key roles. Consider part-time or on-call staff to fill gaps.
- Communicate Transparently: If you're short-staffed, be honest with your team and involve them in finding solutions. Transparency builds trust.
Expert Insight:
Jordan emphasizes that technology can help managers plan better and avoid last-minute changes, reducing chaos and stress for everyone.
2. Team Dynamics: Coworkers Matter More Than Pay
Key Finding:
84% of happy employees feel connected to their team. For many, great coworkers are more important than higher pay.
Why It Matters:
A cohesive, value-aligned team creates a positive atmosphere, boosts engagement, and reduces turnover. Toxic or disconnected teams drive good employees away.
Actionable Advice:
- Hire for Culture Fit: Prioritize attitude and values during hiring, not just skills. Use behavioral interview questions to assess fit.
- Foster Team Bonding: Organize regular team-building activities, even if informal (e.g., post-shift meals, group outings).
- Encourage Peer Recognition: Implement systems where employees can nominate each other for demonstrating core values.
Expert Insight:
7Shifts uses peer nominations and public recognition during all-hands meetings to reinforce positive behaviors and build culture.
3. Benefits: Closing the Expectation Gap
Key Finding:
There's a significant mismatch between the benefits restaurants offer and what employees actually want. For example, while 72% of restaurants offer free or discounted meals, only 24% of employees value this. Conversely, paid time off is highly desired but underprovided.
Why It Matters:
Offering irrelevant benefits wastes resources and fails to improve retention. Tailored benefits show employees you care about their unique needs.
Actionable Advice:
- Survey Your Team: Use simple tools like Google Forms or suggestion boxes to ask employees what benefits matter most to them.
- Prioritize High-Impact Benefits: Focus on benefits with the highest demand, such as paid time off, flexible scheduling, or instant pay.
- Segment Your Offerings: Consider different benefits for different employee groups (e.g., Gen Z, working parents, non-native speakers).
Expert Insight:
Nikki's Cafe, a multi-location brand, tailors benefits to employee demographics-offering instant pay for Gen Z, flexible schedules for parents, and English tutoring for Spanish-speaking staff.
4. Recognition: The Power of Praise
Key Finding:
Manager recognition is a major driver of morale and retention. Employees crave acknowledgment for their hard work and alignment with company values.
Why It Matters:
Recognition doesn't have to be expensive. Public praise, small rewards, or even a simple "thank you" can make employees feel valued and motivated.
Actionable Advice:
- Make Recognition Public: Celebrate achievements in team meetings or on staff boards.
- Be Specific: Recognize not just outcomes, but the behaviors and values demonstrated.
- Mix It Up: Use a variety of rewards-verbal praise, gift cards, movie tickets, or extra time off.
Expert Insight:
Jaime notes that you can never praise someone too much, and negative comments are often regretted. Positive feedback is free and powerful.
5. Retention: Management Makes or Breaks It
Key Finding:
Employees don't quit jobs-they quit managers. Leadership quality and team culture are the most important factors in retention.
Why It Matters:
Even the best pay and benefits can't compensate for poor management. Investing in leadership development pays dividends in retention and performance.
Actionable Advice:
- Train Your Managers: Provide ongoing training in communication, conflict resolution, and team building.
- Solicit Feedback: Regularly ask employees for feedback on management and act on it.
- Lead by Example: Model the behaviors and values you want to see in your team.
Expert Insight:
Jordan stresses that strong leadership and a positive team culture are essential to keeping staff engaged and loyal.
Beyond the Basics: Nuanced Strategies for Operators
Tailoring Benefits to Employee Demographics
- Gen Z: Values instant pay, flexible schedules, and opportunities for growth.
- Working Parents: Need predictable schedules, paid time off, and childcare support.
- Non-Native Speakers: Appreciate language support and clear communication.
How to Implement:
- Segment your workforce and offer targeted benefits.
- Use regular surveys to keep up with changing needs.
- Highlight these benefits in your recruitment marketing.
Leveraging Technology for Better Scheduling and Communication
- Advance Scheduling: Use tools like 7Shifts to provide schedules well in advance, respecting employees' personal lives and complying with local laws.
- Real-Time Communication: Implement apps or platforms for shift swaps, announcements, and feedback.
- Compliance Features: Ensure your scheduling software helps you stay compliant with labor regulations (e.g., advance notice, overtime rules).
Harnessing AI: Solve Real Problems, Not Hype
Key Takeaways:
- Use AI to automate routine tasks, analyze data, and identify operational bottlenecks.
- Don't add AI features just for the sake of it-focus on solving real customer and employee problems.
- Test new features quickly, but be ready to pull back if they don't add value.
Expert Advice:
Jordan cautions against feature bloat and stresses the importance of prioritizing high-impact, relevant solutions.
Expert Recommendations: Building a Culture Employees Love
- Start with Listening: Regularly ask employees what they want and need.
- Act on Feedback: Implement changes based on employee input and communicate what you've done.
- Celebrate Wins: Make recognition a daily habit, not just a quarterly event.
- Invest in Leadership: Train managers to be empathetic, communicative, and supportive.
- Leverage Technology: Use modern tools to streamline operations and improve the employee experience.
