As a full service restaurant, where the main goal of the business is to satisfy its customers by making sure the goods produce is of good quality.

In order to run an effective bus the need for employee’s productivity efficiency is required to its fullest to meet the daily operation of the restaurant. Through observation, there is a high employee turnover with in the business.

An attempt to study current employees’ perception regarding to their employment experiences. According to the research result, the study could highlight some findings. Payments and benefits were considered as the most important category attributing to employees job dissatisfaction which caused the high turnover.

Although many costs associated with these suggestions may seem prohibitive, as well they may be, the business must evaluate the costs of current turnover, analyze the reasons for the individual organization, and develop strategies that in the long term are less costly than continued turnover.

Some of these suggestions may not be so costly in comparison. Try being fair and consistent in establishing compensation, give workers what the deserve and even more if earn it. If in any way workers show productivity and making a difference within the business promote from within. Attempt to avoid bringing new people on board at a higher rate than current employees. Policies to prevent discussion of wages simply do not work. Furthermore, such policies are in complete opposition of "open-door" communications.
Maybe somebody will say that the first step is to hire smart persons, Hiring smart is the first step to developing a loyal, motivated workforce and keeping employee turnover rate at a minimum. Hiring the people that are a good "fit" with the culture of the restaurant—meaning that their values, principles, and goals clearly match those of the restaurant—and