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By Debra Weinryb
If you manage a restaurant, labor forecasting is a critical process that will help you keep up with deadlines, lower labor costs, and boost productivity.
Since restaurants are labor-intensive businesses that rely heavily on front of house and back of house staff, workforce forecasting is essential to predict your labor needs so you can meet changing customer demands. Choosing to skip the labor planning process, however, can trigger issues like added costs, tumbling profits, and dissatisfied guests.
If you’re not quite familiar with the labor forecasting process, but want to get started, we’ve covered the basics here, including:
Labor forecasting is a process that predicts how many hours a business needs employees to work in the future in order to meet its business objectives.
For a restaurant, forecasting staffing needs means finding a healthy balance between overstaffing and understaffing. For example, if a restaurant is understaffed during busy peak times, like Thanksgiving dinner, it risks losing sales. Likewise, if there are too many employees working when the restaurant business is slow, like during the post-holiday rush in January and February, this will lead to unnecessary costs. With the right data, however, restaurant managers can properly estimate their labor needs and work towards protecting their bottom line.
The following are benefits that a restaurant can achieve by investing efforts in employee forecasting:
When your team is working productively and with the right amount of employees, they should be able to focus on performing their best. For staff who are customer-facing, this means paying full attention to guests to provide better service. For example, if your team is low on waiters for a lunch shift, other team members will have to fill in. This can result in resentful and frustrated workers, which can also lead to a high restaurant turnover rate, low productivity, and poor customer service.
Employee forecasting can also help prevent understaffed work environments that result in increased responsibilities for team members, which can ultimately lead to burnout, mental stress, and absenteeism. With the employee rate turnover rate currently at 23%, ensuring employees are engaged and enjoy their work is more important than ever. Conversely, having too many staff working at one time can make employees feel undervalued and less motivated. That’s why it’s important to find a balance so that staff feel like they are making a difference and want to stay working at your restaurant.
Managers and leaders use the staff forecasting process to plan their labor schedules to ensure they can meet customer demand. If your staffing schedule is set and everything is running well, then your restaurant leadership team will have more time to focus on their long-term goals. For example, they can spend more time on business development projects like marketing and branding, improving your workflow, and updating your restaurant training manual to upgrade the skills of your staff.
Historical analysis is a process that takes into account your previous month’s labor data, and then forecasting staffing needs are based on any common trends that you find. For example, if you have created your restaurant staffing schedule based on the staffing needs of the previous month, then you have used this staff forecasting method.
Here are questions to consider when making your historical analysis:
For restaurants, conducting a historical analysis can be very helpful, especially when identifying when your venue is the busiest and needs to schedule more labor to meet customer demand. Consider different times of the day like special events, weeknights, and weeknights. You can also look at mealtimes to figure out when you make the most and least revenue. For example, some restaurants are busiest at lunch hours, while others thrive at breakfast or dinner time.
Market research provides insight into the trends of other companies in your industry to determine the future staffing needs of your business. For example, you can learn about when other restaurants are the busiest, what their staffing schedules look like, and how they are keeping up with demand. Then, you can use this information to predict your own labor needs.
One of the best ways to do market research is by networking with other restaurateurs to get their advice on scheduling and seasonal trends.
Here are questions to consider when doing your market research:
The Delphi Labor method is used by businesses that have head decision-makers. For example, if you have a team of restaurant managers, you could use this workforce forecasting method to send them an anonymous survey about your venue’s labor needs for the future. Based on their responses, you would then make an informed decision on how to set your staffing schedule.
Here are questions to ask yourself when conducting a Delphi Method survey:
Advanced quantitative methods use historical data to determine future labor trends. What makes this employee forecasting method different from a historical analysis is that it relies on statistical and mathematical assessments. For example, advanced quantitative labor planning methods may look at workforce trends based on economic data in order to draw conclusions.
Typically, advanced quantitative methods will only be used by large organizations for forecasting staffing needs, like major restaurant chains for example, that need more insights on their expected labor needs.
Managerial knowledge is a staff forecasting method that determines your leadership team’s understanding of your restaurant’s labor capabilities and needs. Since good managers work directly with guests and team members on a daily basis, they should have a good understanding of when more labor is needed, and when it is not necessary.
Here are some questions you can use in a Managerial Knowledge Assessment:
Using a POS-integrated marketing platform, like TouchBistro Marketing, can connect your restaurant with guests via email and in-app messaging campaigns. If you know you are sending out a promotion for Christmas break, for example, you might anticipate that your restaurant will be busier and that you will need more staff. Aligning your staffing needs with your promotions will ensure you are prepared to deliver on your promises.
Implementing a modern POS system can help your restaurant automate data sharing, so all managers get access to the same sales data. Understanding customer behavior and spending patterns can also help managers make informed decisions on labor needed to save costs and drive profits. By saving time and effort from having to manually collect data, managers can focus on more important tasks, like working on a marketing or financial plan, for example.
Your restaurant labor decisions should be based on data, not a gut feeling. Detailed POS reports can help you monitor staff performance and inform your scheduling, promotions, seasonal hiring, and training decisions. You can also look at sales reports to determine when your restaurant is the slowest and busiest to determine your staffing needs at different times of the day, week, or year.
Ultimately, it’s important to figure out what workforce forecasting techniques work best for your restaurant. Remember to always look for missing gaps and opportunities that will help your restaurant grow faster. For example, achieving higher profits and increasing your team’s satisfaction at work can be as simple as lowering staff counts during slow seasons, and hiring more labor for your busiest times, like holidays. Most importantly, create a strategy for achieving your labor planning objectives and stick to it – whether that’s a plan for recruitment or reducing employees so you can stay on track.
Debra is the Content Marketing Specialist at TouchBistro, where she writes about the latest food and restaurant industry trends. In her spare time, Debra enjoys baking and eating together with family and friends. Her favorite creations include chocolate cake with Italian meringue buttercream, mile-high lemon meringue pie, and fresh naan with tahini sauce.
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