b'INSIDERS INSIGHTCOVID has only highlighted the importance of our pre-existing protocols. From a Cura standpoint, were placing a lot of emphasis on peer recognition, empowering our teams to call each other out for positive safety behaviors. This effort reinforces the safety protocols our team members learn during training, and also builds stronger teams. Peer-to-peer mentoring is also an effective training tool we emphasize at Cura.JAMIE BAXTER: The hospitality industry is a notoriously difficult industry to work in due to low wages, poor workplace environments and non-flexible hoursall of which ultimately lead to high turnover. This trend, combined with the peaks and valleys of demand brought on by COVID-19, will result in the current staffing challenges in the hospitality industry continuing into 2022.Amidst a period of nationwide staffing shortages, Do you foresee the staffingQwick provides quality, reliable talent for thousands of businesses and high-quality shifts to thousands of challenge continuing inservice professionals. With a 97% average shift fill 2022, and have yourate, over 85,000 vetted professionals and Qwicks made any changes in thepledge to offer all professionals a livable wage, both businesses and professionals have an improved training of employees? workplace environment.One of the biggest pain points for restaurants BILL HANSEN: I do see the industrys staffingand hospitality businesses is employee turnover, challenge continuing in 2022. Thirty percent ofand part of that is a result of how employees are those working in hospitality left our professiontrained (in addition to non-flexible hours and low during COVID. wages). The labor shortage has pushed employers We have raised our pay rates and given bonusesto increase wages, offer more flexible schedules and perks to attract engaged team members. Weand offer additional perks to attract and retain endeavor to make our company not only a goodemployees, but this is just the start.place to work but a great place to work. We haveRecognizing these pain points, Qwick was developed an online training program for teamcreated to provide businesses with talented and members that is available at School for the Servicereliable professionals when they need them most. Arts. Currently we are scheduling staff early toOne of the major ways Qwick retains its contracted allow time for training prior to weddings and events. professionals is through the freedom and flexibility that our platform offers. By providing a solution to TRISH SPELLMAN: Our major challenges for 2022this problem, Qwick retains professionals who are will likely continue to be labor shortages and supplyeager to work on their own time. Weve found that chain disruptions, in addition to the ongoing healthwhen professionals are empowered to make their and safety concerns with the pandemic. own schedules and offered exceptional wages, they Unfortunately, no one in our industry has beenshow up to work motivated and with high morale.able to predict when our staffing shortages will end. For that reason, were taking proactive steps to buildJEFF GRASS: Just like everyone, we are seeing our pipeline of talent, including community outreachstaffing challenges, and a lot of inflation with at local high schools to educate students about theingredient and supplies costs, too. We have beefed great opportunities we have available for them toup our recruiting team to ensure we can still find work in foodservice and the healthcare industry. great people, and were working with our chef In foodservice hospitality, and especially in thepartners on the cost side while also ensuring healthcare industry, we have always been focusedcatering is cost-effective for our clients. This is still on health and safety as our number-one priority.one of the most challenging operating environments 22 CATERING, FOODSERVICE & EVENTS cfe-news.com'