Finding the right employees: Solving the worker shortage crisis

(Editor’s note: This installment is part three in a series). 

In this third installment of our series on solving the worker shortage crisis, we’re diving into the success of In-N-Out Burger, a company renowned for its ability to attract, hire and retain top-notch employees.

We’ll explore what In-N-Out does differently and how flooring dealers can apply these strategies to their own businesses.

The In-N-Out difference

In-N-Out Burger stands out in the fast-food industry for its exceptional work culture and employee satisfaction. In-N-Out consistently ranks high on Glassdoor’s “Best Places to Work” list, with employees raving about the company’s supportive environment, great wages and advancement opportunities.

Let’s look at what they’re doing right:

• High compensation and benefits: In-N-Out starts its employees at a higher wage than many of its competitors. They offer an attractive benefits package, including health insurance, a 401(k) plan and paid vacation days. This approach ensures employees feel valued and secure.
• Strong company culture: The company’s culture has been developed and nurtured over decades. Leaders at In-N-Out focus on creating a positive, team-oriented atmosphere. They engage with employees, listen to their feedback and foster a sense of belonging.
• Growth and training opportunities: In-N-Out invests heavily in training and development. Their managers often rise through the ranks, starting as entry-level employees. This internal promotion system motivates staff and gives them clear career progression paths.
• Employee engagement: In-N-Out prioritizes engaging their employees in meaningful ways. In-N-Out practices servant leadership—putting employees first. They make sure their employees feel heard and appreciated, which creates higher job satisfaction and retention rates.

How to apply these strategies

Following are some ways to implement these practices in your business:

• Offer competitive compensation: Instead of figuring out the least you can pay your employees, calculate the most you can pay them so that your wages are above what they can find elsewhere for comparable work. Include health insurance, retirement plans, etc.
• Cultivate a positive work culture: Create a work environment that employees actually enjoy coming to every day. Encourage open communication, teamwork and mutual respect. Recognize and celebrate employee achievements regularly.
• Provide clear career paths: Create a clear career path for current and new employees, including opportunities for advancement. This not only boosts morale but also helps retain talent by showing employees they can have a bright future by working for you.
• Engage and listen to your employees: Make sure they feel heard. Implement regular check-ins or employee satisfaction surveys to gauge their sentiments and identify areas for improvement.
• Highlight unique benefits: Identify and promote the unique benefits of working for your flooring business. This could be a stable work schedule, a friendly work environment or the opportunity to work in a niche industry.

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Jim Armstrong is the founder and president of Flooring Success Systems, a company that provides flooring dealers with marketing services and coaching to help them attract quality customers, close more sales, get higher margins and work the hours they choose. For more information, visit FlooringSuccessSystems.com.

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