I attended a foodservice conference a few years ago in Long Beach, Calif. The speaker, a leader in the industry, addressed how labor was changing.
He told the audience of mostly restaurant owners and chefs that employee expectations are changing. He explained that young workers coming into the fold now are mostly single, choosing to marry and settling down in their late 30s. Many have pets to begin with instead of children.
So, the speaker added, if you want to attract this next generation of workers, be aware that they arrive with specific expectations — among them are employers who offer pet health insurance. Also, the incoming generation prefers not to work so late all the time, and they want plenty of weekends off.
Don’t we all.
The audience got exceptionally quiet. My boss and I exchanged glances — like, what? Is this a joke?
This may indeed be what employers need to be aware of going forward to attract and retain quality help. However, it is my experience that potential incoming employees dial down these somewhat brazen expectations. Employees new to any food-related industries are better off being as flexible as possible if they wish to establish themselves and grow.
I remember overhearing a store manager once talk sarcastically about a pile of applications before her. “I love the applicants who emphasize their non-availability. ‘No weekends, no late shifts, especially on Fridays. I can work on Monday but not past 5 p.m.’ Those applications go right into the circular file.”
Like this manager’s applications, the ones we called upon — the ones seriously applying for a grocery or produce department employment — were those who wrote “full flexibility” on their application. Simple.
Of course, for employees following through with “full flex,” as we used to call it, it can sting.
Ask anyone who’s been in the retail (or foodservice) industry. I can’t tell how many family and friend gatherings I missed or how many concerts with friends I missed out on because I had to work weekends or nights. Not all, of course, but a lot. Retail depends heavily on (especially) part-timers who cover all these shifts, as well as all the holidays.
I recall coaching younger clerks on the topic. I’d advise to present themselves as full flex, even when it hurt to get the call to cover a shift on, say, an otherwise scheduled day off. “Never hesitate to go to work when called,” I’d say. Always, always, go in — especially when you’re staring out in your career.
Hours (and related paychecks) build when you make the little and not-so-little sacrifices. As much as possible, I’d say, offer to stay past your scheduled shift, offer to take on the unwanted tasks. Be the mess-fixer, the cleaner-upper. Whether that task is a mopping a produce cooler or fixing the formulas in an Excel spreadsheet.
This builds your reputation as someone who is not afraid to roll up the sleeves and someone who can be counted on in a pinch.
At this point, and only then — which could take months, even longer — that’s when you can start to work in personal requests, which are usually accepted. When you’re a dependable, seasoned produce employee, you’re much more likely to have your preferred days off and shift requests honored.
Just don’t be like my old pal Steve, who, at several stores where we worked together, concocted multiple, imaginary grandmother deaths over the years just to get a Saturday off. And, well, at the time, it worked.
It wasn’t like he was asking for health benefits for his golden retriever.
Armand Lobato works for the Idaho Potato Commission. His 40 years of experience in the produce business span a range of foodservice and retail positions.
