Team Member Acquisition and Retention Is Single Most Important Marketing Investment
Restaurant marketing is often measured by its ability to drive restaurant traffic via promotions, advertising, media coverage and limited-time offers. But it’s the guest experience that keeps a consumer returning – or not.
Think of employees more as marketing, not operations: Because many restaurants structure their workforce more as an output of operations, employees at the restaurant level have little, if any, access to marketing. Restaurants should flip the script making restaurant employees fill more of a marketing function. This not only draws an immediate line between marketing efforts and the important roles crew members play day to day, but it also requires everyone to learn and understand the desired outcome of each marketing investment.
Make employees your biggest marketing investment: Finding good employees is a common plight in the restaurant business. Given the time and energy necessary to find a solid employee, you should strive to treat them well – very well. Consider offering benefits, social gatherings outside of work hours and career growth opportunities. If you see management potential, make it known, then develop a career path to show interest in their professional future.
Encourage feedback from the trenches: Despite marketing’s best efforts, they can’t really understand how a promotion will play out at the restaurant level. Every additional detail or step of a marketing program multiplies the necessary level of effort for the restaurant. For this reason, empower your team members by providing explicit marketing materials, including Q&As and a destination for internal and customer questions. Following the promotion or campaign, poll restaurant staff and use that feedback to inform future programs.
Offer bonuses through marketing: If operations is where restaurant staff salaries must live, consider offering a bonus for the restaurant, or restaurants, with the highest adoption of your marketing programs – and route that bonus through marketing. In the end, the bonus will pay for itself several-fold, while making that staff a fan of the corporate marketing team. It’s a win-win.
Follow through: Whether fully integrating restaurant staff into the marketing department or simply incentivizing the staff to encourage customer engagement, marketing must be consistent to allow the process to resonate. Don’t just poll crewmembers once; do it after every promotion. Don’t just offer a bonus once; make it a constant offering. This is the best way to encourage staff to have a long-term impact on the efficacy of marketing.
When it’s all said and done, the server, crew member or manager who customers interact with must pay off the marketing tools and tactics. If it falls short at any point along the adoption journey, customers may feel burdened and thus will be discouraged from future visits. And worse, those customers may deter others from visiting as well.
Gina Lee De Freitas has 15+ years marketing the restaurant industry. She is the Chief Operating Officer/ Partner at IMM, a digital ad agency.
Next PostConsumers, chefs, and operators alike are sold on America’s hottest dining destination. Read More