How to Reduce Staff Turnover in a Pub

Watching good staff walk out the door is one of the most frustrating parts of running a pub. You’ve invested time training them, they know your regulars, and just when they’re hitting their stride – they’re gone. High staff turnover doesn’t just cost you money in recruitment and training; it disrupts your team and affects the atmosphere your customers love.

The good news? Most staff turnover is preventable. After years managing pubs across the North East, I’ve learned that keeping staff isn’t about grand gestures – it’s about getting the basics right consistently.

Create Fair and Predictable Schedules

Nothing drives staff away faster than chaotic scheduling. When your team can’t plan their lives because rotas change last minute or shifts are distributed unfairly, they’ll start looking elsewhere.

• Give at least two weeks’ notice for schedules whenever possible
• Rotate desirable shifts fairly – don’t always give the same person Saturday nights
• Respect availability requests and work around college schedules or second jobs
• Have clear cover procedures so staff know who to contact for shift swaps

Modern scheduling tools make this much easier. SmartPubTools’ free FOH app lets your team view schedules, request shift swaps, and see updates instantly – no more WhatsApp chaos or arguments about who was supposed to work when.

Recognise Good Performance

Your best staff need to know they’re valued. Recognition doesn’t always mean money – though fair wages are essential. Sometimes it’s about acknowledging effort and creating a sense of achievement.

Simple recognition methods that work:

• Public praise for exceptional service or handling difficult situations
• Staff of the month schemes with small rewards like preferred parking or first pick of shifts
• Performance leaderboards that gamify sales targets or customer service scores
• Career development opportunities like supervisor training or cellar management

The gamification features in SmartPubTools help here – staff can see their performance against targets and compete in friendly challenges. It sounds daft, but people love seeing their name at the top of a leaderboard.

Address Problems Before They Fester

Most staff don’t quit their job – they quit their manager. If someone’s performance drops or they seem disengaged, have a proper conversation. Often there’s a simple issue that can be resolved with honest dialogue.

Regular one-to-ones don’t need to be formal affairs. A quick chat during a quiet spell can uncover problems before they become resignation letters.

For more comprehensive guidance on building strong relationships with your team, check out our complete guide on how to manage pub staff.

Ready to reduce your staff turnover? Start with better scheduling and team management. Try SmartPubTools’ free FOH app and see how proper tools make keeping good staff easier.