Short YouTube dialogue (Donald Burns) discussing restaurant labor problems and a staffing/retention approach called the TRC method. Speakers attribute labor issues to company culture; Speaker B reports reductions in W2s after TRC (from ~240 to ~70 for ~40 positions) and cites longer employee tenure (Frank: 7 years; Jen: 5 years). They note TRC increases accountability and caused some prior employees to leave.
Questions this video answers
About 240 W2s.
About 70 W2s.
Seven years.
Five years.
You know, a lot of people complain about labor and say there's a labor crisis out there. What do you think the real problem is?
I mean, it's a culture issue. And really.
I think so.
We, I mean, knock on wood, we don't really have any issues. Now. We used to our ROI, I guess we'll call it, is pre TRC. We would run about 240 W2s for 40 positions. And now at the most we run is like 70.
Wow, that's a huge. I didn't know that. That's a huge stat.
Yeah.
I have so many people here that have been here two plus years right now. Yeah. How long is Frank and you have. You have a couple leaders with your team, Frank and Jen. How long they been with you guys?
Frank's been with us seven years and then Jen's been with us. She just had her five year. Five year anniversary.
Who's the longest tenured employee.
Besides you right now? It's Frank.
Oh, Frank. Yeah. Yeah, yeah.
Frank's our longest. So.
That's awesome. That's awesome.
Yes. Yeah. Because we made what that is. One thing about the TRC method is that when you start something like this, you definitely will see people you think are your people that will not stick around because they don't want the rules, they don't want the accountability. And that is something that we found is that some of our people that have been with us for a long time, it was. They didn't. They didn't get to run amok anymore.
