Introduction
In a country with over 700,000 restaurants employing more than two million people, the roles of waiters, cooks, and headwaiters are as essential yet unnoticed as ever. Despite being one of Mexico’s largest job-generating industries—and a crucial driver for tourism and local economies—high staff turnover remains an unstoppable constant.
Industry Turnover Rates
According to the National Chamber of the Restaurant and Condiment Industry (Canirac), annual turnover can range from 30% to 80%, depending on the type of establishment. However, beyond these percentages lie compelling stories.
Generational Shift and Economic Factors
Jack Sourasky, president of Canirac CDMX, attributes high turnover to a generational shift. “Young people now work for two, three weeks, or a month and then leave. They no longer wish to build a career in a restaurant,” he explains. “Previously, there were career waiters or cooks, but today they seek quick experiences and constant change.”
Sourasky emphasizes that the high turnover isn’t solely due to economic factors but also a generational change. “Everyone earns the minimum wage, plus social benefits because people demand them. However, they work for tips and do well. What they no longer want is hard work,” he asserts.
Success Stories and Challenges
David, a 25-year-old waiter at a Narvarte cantina for three years, shares his success story: “I make a great living here. I earn the minimum wage, receive benefits, and make an additional $30,000 per month in tips. I’ve found stability and a good income, so I’m not leaving.”
Pedro, a 22-year-old sushi restaurant worker in the Roma neighborhood, opened up about his experience: “I took this job because I needed work. New restaurants usually pay more. Here, I earn around $18,000 plus tips, an extra $6,000 per month. If another place offers more, I’ll leave without hesitation.”
Structural Factors and Conditions
Tania Arita, Director of Recruitment at ManpowerGroup Mexico’s Talent Solutions, explains that high turnover results from a combination of structural factors beyond salary.
- Demanding working conditions: Long hours, constant pressure, and irregular schedules contribute to physical and emotional wear and tear.
- Limited benefits: Benefits beyond legal requirements discourage long-term commitment.
Arita suggests addressing these issues by improving working conditions, offering competitive salaries and adequate benefits, fostering open communication, mutual respect, and training programs to create a healthy work environment.
Long-term Careers vs. Short-term Jobs
Felix, a 55-year-old headwaiter at a luxury restaurant in the capital’s south, has spent 20 years in the industry. He started at a taco stand at 16 and became a manager 13 years ago, earning an average of $60,000 per month. However, he works 15 hours a day, six days a week, illustrating the sacrifices required for long-term commitment.
Conclusion
The restaurant industry’s high turnover reveals internal tensions and the challenges of a country striving to dignify the work of those who maintain hospitality anonymously. Until comprehensive measures ensuring stability, growth, and well-being for kitchen and hall operators are implemented, the restaurant industry will continue to face a significant talent drain.
Key Questions and Answers
- Q: Why is there such high turnover in the restaurant industry?
A: High turnover results from generational shifts, seeking quick experiences and constant change, as well as demanding working conditions and limited benefits.
- Q: What are some success stories in the restaurant industry?
A: David, a 25-year-old waiter, has found stability and a good income at his cantina in Narvarte. Felix, a 55-year-old headwaiter, has spent 20 years in the industry, despite the demanding work schedule.
- Q: How can the restaurant industry address high turnover?
A: By improving working conditions, offering competitive salaries and benefits, fostering open communication, mutual respect, and training programs, the industry can create a healthier work environment.
