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People putting their hands together and text reading "4 of the Best Ideas for Improving Employee Engagement"

4 of the Best Ideas for Improving Employee Engagement

4 of the Best Ideas for Improving Employee Engagement 1016 528 Sprockets

Companies that implement employee engagement ideas often see better worker satisfaction. Plus, having great employee engagement strategies will fuel loyalty to your business, ultimately reducing costly employee turnover. However, not all attempts to increase employee engagement work as well as others. You need to know the best ways to do so. Below, we’ll get into how to improve employee engagement so you and your workers can reap the benefits. 

You can also check out our free guide, 4 Steps to Reduce Your Reliance on Applicant Flow, for more tips and tricks that strengthen your workforce.

Ideas to Improve Employee Engagement

1. Prioritize the Well-Being of Your Workers

If you want to improve employee engagement, you need to know what workers want out of their jobs. If you don’t, you might struggle to keep people on staff because they’ll always be tempted to look for other jobs that offer them better benefits, advancement opportunities, or a more positive workplace. So, conduct worker surveys. You can also meet with people one-on-one to discuss how to make your company a better place to work. The more you know about your employees, the better your employee engagement strategies will be. 

This also involves getting to know why the average worker applies to a position at your business. For example, since many people work in hourly positions as their first job and are saving up for school, fast food restaurant employers can improve employee engagement by offering scholarship opportunities. This builds loyalty and shows people that you care about their future and see them as more than just employees. 

You should also demonstrate a commitment to respecting your employees. Encourage your managers to recognize hard work and respect workers’ time off. Lack of recognition and working strenuous hours can both lead to lower engagement and, ultimately, employee turnover.

2. Keep Communication Open

As a business leader, make yourself available to your managers and crew members as much as possible. Your employees will have a better experience working for your company if you keep communication open. Set up a process through which employees can voice their concerns and feel heard. This can be done by scheduling regular check-ins. Make sure you pay attention to any complaints and address them as soon as possible. Your workers will know you value their feedback and contributions. And, you’ll be well on your way toward improving employee engagement and fostering a more positive work environment.

3. Make Time for Team-Building Activities

A smart business manager allows their workers to have fun while encouraging productivity. People want to enjoy their work atmosphere. So, conducting fun team-building activities has a good chance of increasing employee engagement. You could bring in a complimentary lunch platter brought for the team, host a happy hour at a local hotspot, or even take a half-day to decorate the workplace for the holidays together. The options are endless and will encourage teammates to form strong bonds, ultimately boosting camaraderie and collaboration. 

Tip: If you don’t know what kind of different employee engagement activities to schedule, have your employees offer suggestions. They might come up with ideas you never thought of!

4. Identify Applicants Who Will Mesh With the Team

If you could somehow see which applicants would succeed before hiring them, it would make it significantly easier to improve employee engagement. Well, you can with Sprockets! Our hiring platform reveals who will perform like your best workers based on shared personality traits. It empowers you to make the best hiring decisions every time and build a superstar team. Did we mention that it’s trusted by numerous top brands like Chick-fil-A?

Start hiring the best applicants for your business with a free demo of Sprockets!

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A clipboard with graphs and text reading "5 Key Employee Engagement Statistics"

5 Key Employee Engagement Statistics

5 Key Employee Engagement Statistics 1016 528 Sprockets

The employee engagement software industry grew by $150 million in 2020, and it’s expected to grow by an additional $370 million by 2026, according to a Zion Market Research study. However, despite this trend, 85% of employees don’t feel engaged in their workplace. Is your business suffering from low engagement? If you haven’t implemented initiatives to engage your workers by now, then these shocking employee engagement statistics might change your mind. 

Gallup research shows that companies with highly engaged workers see less absenteeism, less turnover, and better productivity. That’s only the beginning. Read on to see more workplace engagement statistics and check out our AI-powered platform that reveals which applicants will be engaged from the start!

Employee Engagement Statistics You Need to Know

1. Most Employees Are Not Engaged in the Workplace

One of the most surprising statistics on employee engagement is that most employees are not engaged in the workplace, and the numbers have been declining since 2019. In 2020, employee engagement reached a low of 20% and has declined to 15% globally since then.

2. Engaged Employees to Are Better Workers

Almost 80% of employees say that a strongly engaged culture helps them do their best work. Other employee engagement productivity statistics include: 76% of workers believe efficiency and productivity stem from an engaged culture, and 74% think that working for a company with an engaging culture allows them to deliver better customer service.

3. Employee Engagement Leads to Higher Profits

Perhaps one of the most intriguing employee engagement facts and figures is that a high level of employee engagement can increase business profits by 21%. An engaged staff experiences better customer loyalty and, therefore, an increase in overall revenue. So, you might see a significant ROI from investing in employee engagement strategies.

4. Employee Recognition Boosts Productivity

The statistics on employee engagement and productivity don’t stop there. In fact, 37% of employees consider recognition to be the most important factor for their success. This means managers and members of leadership teams should do what they can to recognize employees, therefore bolstering their sense of pride, motivation, and self-confidence.

5. Engaged Employees Are Less Likely to Leave

Engaged employees are 87% less likely to leave a company than those who are not engaged. In other words, unengaged employees are five times more likely to leave their current workplace. That means having to deal with costly employee turnover and a time-consuming hiring process. (Wouldn’t it be easier to just implement good employee engagement practices?)

What You Can Do to Improve Employee Engagement

There are several employee engagement strategies that are easy to implement and will pay off in the long run. You can schedule team-building activities, schedule routine check-ins, offer career development opportunities, and so much more that we outline in our free e-book, 4 Steps to Reduce Your Reliance on Applicant Flow

Plus, you can get a free demo of Sprockets’ AI-powered platform that reveals the ideal applicants based on shared personality traits with your current top performers. You’ll know who will succeed and mesh well with the team even before spending time on interviews!

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Welcome to Fabulous Las Vegas sign

March 2022 Trade Show Breakdown: Will We See You There?

March 2022 Trade Show Breakdown: Will We See You There? 1016 528 Sprockets

Our Sprockstars are attending several more trade shows in 2022, and the first one is just around the corner. But before we dive into details, we want to take the time to explain how these trade shows will benefit you, our customers, and the platform itself.

If you aren’t already familiar with our hiring solution, Sprockets is an AI-powered platform that uses natural language processing to match incoming applicants to your current top-performing employees. Trusted by some of the biggest brands in the world like Taco Bell and Chick-fil-A, Sprockets is proven to boost employee retention by 43%, on average. 

 

 

What Does This Mean for You?

Each trade show helps us understand how we can better serve our customers. We’re thankful for the opportunities to build relationships with business owners, operators, and other hiring professionals. Our team is constantly refining our platform as we continue to expand our knowledge of the current hiring challenges within each industry we service. 

March 2022 Trade Shows (In Order of Attendance):

1. International Restaurant and Foodservice Show (March 6 – 8)

What better place to start our trade show season than New York City? That’s exactly where you’ll find us from March 6 through 8, sampling the hottest menu trends. International Restaurant and Foodservice Show (IRFS) attendees can expect plenty of creativity and passion for food with live culinary performances, smart kitchen designs, the Rapid Fire Challenge or Hip Sip: Battle of the Modern Bartender, and over 570 leading vendors. Bon appétit! 

2. Association of Kentucky Fried Chicken Franchisees (March 7 – 10)

For the first time since the pandemic, the Association of Kentucky Fried Chicken Franchisees (AKFCF) trade show will return better than ever with an energizing theme of the “Power of Opportunity”. According to AKFCF president, Brandon Robertson, attendees will “celebrate the brand’s success, participate in game-changer discussions, network with industry leaders, and experience hands-on workshops designed to take us into the digital future.” Don’t chicken out; say hi to our Sprockstars from March 7 through 10 at the Gaylord Palms Resort & Convention Center in Orlando, Florida.

3. Bar & Restaurant Expo (March 21 – 23)

Next, we’ll attend the Bar & Restaurant Expo in Las Vegas, Nevada, from March 21 through 23. Featuring educational workshops like 2023 Menu Trends to Know Before Everyone Else Does and Mental Health in Hospitality, the show’s focus will be how bar and restaurant owners can “recover and reforge” post-pandemic. Plus, attendees can listen to dozens of experts speak on six different topics:: Food & Beverage, People & Staffing, Operations, Guest Experience, Marketing, and Technology.

4. International Pizza Expo & Conference (March 22 – 24)

We can’t wait to share a slice of Sprockets and some delicious pizza at the world’s largest pizza event of the year. Our Sprockstars attended the 36th Pizza Expo in 2021 and we dough not want to miss the 37th. The event features more than 90 workshops, seminars, networking events, and pizza-making demonstrations with a show floor as long as eight football fields! We’ll catch you from March 22 through 24 at the Las Vegas Convention Center. 

 

5. Multi-Unit Franchising Conference (March 29 – April 1)

Our team attended the Multi-Unit Franchising Conference (MUFC) last year, and there are several reasons why we’re returning. Nearly 2,000 franchisors, leaders, suppliers, and investors are expected, making this the largest multi-unit trade show. The event will feature an exhibit hall of almost 300 smart solutions, educational workshops, and guest speakers like three-time Super Bowl champion Emmitt Smith and bestselling author, CEO, and founder, Jim Sullivan. Join us at Caesar’s Forum from March 29 to April 1 in Las Vegas to learn how to hire the best employees and drive revenue growth at all of your franchise locations. 

Replicate Your Top Performers

Our Applicant Matching System reveals which potential hires will thrive in your business just like your best employees. Essentially, it’s like replicating your top performers so you can focus on daily operations. In fact, Sprockets users spend 37% less time on the hiring process. Say goodbye to wasted interview time and hello to 43% higher employee retention. 

 

Smiling restaurant workers and text reading "How Company Culture Attracts Talent and Retains Top Performers"

How Company Culture Attracts Talent and Retains Top Performers

How Company Culture Attracts Talent and Retains Top Performers 1016 528 Sprockets

Have you ever found yourself wondering, “Why is workplace culture important?” There are numerous answers, including the fact that creating a positive workplace culture attracts talent. It can also boost productivity, collaboration, communication, morale, motivation, and even employee retention. The list goes on and on.

Although there are several benefits of having a good company culture, we’ll focus on how it helps recruit and retain high-quality employees. Read on to learn more, including how to improve company culture with our AI-powered hiring solution. It identifies which applicants will mesh well and succeed like your other top performers, empowering you to build the best teams.

Improve Company Culture to Attract and Retain Top Performers

What Is Workplace Culture?

People might have different ways to describe company culture, but it boils down to how workers behave and interact at a particular business. This includes every member of an organization, from cashiers to CEOs, and has a significant impact on employees’ attitudes. It can even affect their mental health, with toxic atmospheres leading to high levels of stress, burnout, absenteeism, and turnover.

How Workplace Culture Can Attract Applicants

You need a top-notch company culture to attract top-notch employees. Job seekers know the benefits of having a strong company culture and want to work for companies that care about the wellbeing of their employees.

As far as getting the word out about your work atmosphere, it can naturally become part of your reputation. Websites like Indeed and Glassdoor allow employees to leave reviews that influence someone’s decision on whether or not to apply. In fact, 55% of job seekers wouldn’t apply to a company with bad reviews. On the other side of the coin, having a positive culture can inspire current employees to refer friends. This is especially beneficial when a top performer brings someone on board who they already work well with.

Also, don’t overlook the importance of highlighting your company culture and core values on job postings. According to a study by Glassdoor, 79% of job seekers consider the company’s mission before applying. Just make sure to keep it brief and put this information near the top of the description because people only spend an average of 14 seconds reading a job posting before deciding to follow through with an application.

Check out our free guide on crafting effective job postings to learn more and boost your applicant flow!

How to Improve Company Culture

If you’re a new or aspiring business owner, it’s crucial that you build a solid foundation for the ideal company culture to grow. (It’s never too late to begin improving workplace culture, though.) Ask yourself these questions to get started:

  • What do I want my business to stand for?
  • How would I like employees to feel when they go to work each day?
  • What core values do I want workers to embody?
  • How can I reflect these core values and empower others to do the same?
  • Are there any teambuilding activities that would promote a positive company culture?

Additionally, provide people with a lot of support and opportunities for career growth. You should also foster employee relationships and offer mentorship opportunities. If implemented properly, new initiatives can create an enticing company culture for high-quality job seekers and make current employees actually look forward to work.

Discover Which Applicants Will Contribute to a Positive Company Culture

A single hire can drastically help or hurt your company culture, but we’ll make sure you select the best applicant every time. Sprockets’ AI-powered solution reveals which potential hires share personality traits with your top performers, ultimately predicting who will succeed and mesh well with the current team. Our software is trusted by top brands and proven to reduce costly employee turnover.

Get your free demo today to start improving company culture and employee retention!

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A restaurant worker with text reading "5 of the Most Reliable Ways to Keep Your Best Employees"

5 of the Most Reliable Ways to Keep Your Best Employees

5 of the Most Reliable Ways to Keep Your Best Employees 1016 528 Sprockets

As remote working opportunities and other lifestyle-friendly employment options have come to the forefront over the last several years, more top performers see themselves as “free agents” than ever before. A generous pension plan and a slew of insurance benefits may be enough to still retain B-players these days, but those who are true superstars in the workplace need a lot more to stick around.

The good news, however, is that the effort required to retain top talent creates a “winner-take-all” effect among companies who are able to keep morale and motivation high among the organization’s cream of the crop. What are the five most effective strategies to protect the investment that you made when you recruited your top workers to come aboard in the first place? Read the list below to find out.

How to Keep Top Performers

1. Offer Personalized Praise and Recognition

By definition, top employees go above and beyond their job description to accomplish tasks well outside of normal expectations. In turn, they often feel like they are picking up the slack for less capable team members. Should this extra effort continue to go unnoticed, high performers may begin to feel like their talents would be better used to contribute to another company’s mission.

It’s true that not all superstar employees are specifically motivated by praise, but that doesn’t make it any less important to focus on recognizing their unique contributions. Generic compliments, such as a simple “good job” from the team leader, don’t always cut it.

Talented adults usually need to feel like they are making a significant contribution in order for their motivation to stay high, so it’s often incredibly effective to offer praise for a seemingly small act or idea that nobody else would have thought of. Personalized compliments and recognition show that the organization is paying attention, and this degree of attention suggests that superior performance will be rewarded in the form of a promotion or other bonuses in the future.

2. Make Mentors Available

It can be lonely at the top, and the highest performers are often the employees who can benefit from coaching and mentorship the most. If the goal is truly to keep a superstar around for as long as possible, then it makes sense to help that superstar plan their long-term future with the company. If a great employee envisions all of the ways they can contribute to the company’s mission three years from now, then they’ll be all the more likely to actually be there in three years to make their vision a reality.

3. Provide Calibrated Feedback

As counterintuitive as it may sound, some of the most driven employees actually thrive on constructive criticism more than they do on positive feedback. The key, however, is to understand which of the top employees in the company respond best to what kind of feedback.

Having a manager who only points out what can be improved upon, for example, can actually help some superstars feel more valued. Likewise, tailoring the structure of a performance review to a top employee’s personality can boost retention significantly. High performers often crave personal growth, and they constantly need to feel challenged.

Needless to say, it’s imperative to be certain that you are only taking a hardline approach to feedback when it makes sense. Otherwise, you can easily alienate one or more of your best employees and find yourself scrambling for replacements at the drop of a hat.

4. Gradually Increase Workload and Responsibilities

Continually increasing a top performer’s responsibilities and workload is yet another way to provide a work environment where they are constantly challenged to grow. It’s important to note, however, that superstars may not always tell you if they need to lighten their workload. Thus, an increase in responsibility should always come with increased coaching, increased performance monitoring, or both.

Whereas mediocre employees will almost always try to avoid having to learn how to complete new tasks, superstars will take the company’s increased trust as a vote of faith and an incredible opportunity. To ensure the best results, make sure to scale up compensation opportunities or chances for recognition as workload increases.

5. Always Help Your Top Employees Develop New Capabilities

Without a doubt, one of the most reliable strategies for retaining top employees is to create a self-contained environment for professional and personal development. If a superstar in your company ever starts feeling like they need to go elsewhere to learn the skills they are interested in, then the reality is that they’ll be out the door before you know it.

It’s natural to think that you’re just making it easier for a great employee to leave your company by helping them expand their skill set, but this couldn’t be further from the truth. In fact, even if that were the case, there’s a strong argument to be made that putting every resource imaginable into helping top employees grow is still absolutely necessary. After all, your best employees today will be leading your company tomorrow if everything goes according to plan.

Find Applicants Who Will Succeed and Stay Long-Term

If you want to know how to keep top performers like top brands, the secret is Sprockets. Our AI-powered platform predicts applicant success to ensure you always hire the best employees from the start. And, since they’re much more likely to stay long-term, you can focus your efforts on other important daily operations (and save yourself from the headaches of the hiring process). Businesses see a 43% improvement in employee retention, on average!

A seasonal employee at a restaurant
Sprockets' booth at one of the trade shows we attended in 2021 with text reading: 2021 Trade Show Recap: How Sprockets Helped Businesses Stabilize Staffing Levels

2021 Trade Show Recap: How Sprockets Helped Businesses Stabilize Staffing Levels

2021 Trade Show Recap: How Sprockets Helped Businesses Stabilize Staffing Levels 1016 528 Sprockets

Although 2021 was full of unpredictable challenges, our passionate team helped struggling businesses harness the power of Sprockets to stabilize staffing levels during the labor crisis. Despite some cancellations, we were fortunate enough to attend six trade shows this year and connect with business owners all over the world. 

What This Means for You

Many businesses are struggling with high employee turnover, but yours doesn’t have to be one of them. We have the solution and want to help. Sprockets empowers you to be selective – even with a shallow applicant pool – and hire high-quality workers who will stay long-term. Trade shows enable us to create meaningful relationships with others and expand our horizons to additional industries, therefore helping as many people as possible build the best teams.

Our mission is to transform the traditional hiring process into an equitable one; we believe everyone deserves a fair chance. Our AI-powered platform identifies the ideal applicants without the need for resumes or interviews, eliminating potential bias.

 

 

We Attended the Following Trade Shows in 2021:

1. The International Pizza Expo & Conference

Our Sprockstars traveled to Las Vegas for the world’s largest pizza industry event: The International Pizza Expo & Conference. Thousands of pizza suppliers around the globe attended the conference which featured seminars, workshops, demos, and even pizza-themed competitions! Our team networked with suppliers, owners, and operators from a plethora of pizza brands about how Sprockets can solve their hiring challenges. Morgan Knightes, one of our Sales Development Representatives who attended the trade show, said, “We went to the Pizza Expo during the height of the hiring crisis, so people were really interested in what we were offering.” Join us at the 38th annual Pizza Expo from March 22-24 in Las Vegas, Nevada.

2. Multi-Unit Franchising Conference (MUFC)

Once again, Sprockstars traveled to Las Vegas to connect with over 2,000 multi-unit franchise owners, operators, leaders, and suppliers. We had the opportunity to hear from world-class leaders like professional football hall of fame running back, Emmit Smith, and New York Times bestselling author, Jesse Itzler, to expand our knowledge of what it takes to be successful. This annual “must-attend” event also featured strategies for multi-unit, multi-brand growth, workshops, and 280+ smart solutions. MUFC has been held at Ceasar’s Forum since 2013. Their next trade show will take place from March 29 to April 1, 2022.

3. Franchise Management Advisory Council (FRANMAC)

Our team headed to Denver, Colorado, to taco ‘bout how Sprockets’ solution can stabilize staffing levels in just 90 days. Established in 1985, FRANMAC supports all Taco Bell franchise locations in the United States. “FRANMAC was my first trade show, so it was super cool to see the whole process,” said Sprockets Senior Sales Representative Tyler Chambers. “Forming relationships with people while showing them how we can make their hiring process easier was fulfilling and rewarding.” In addition to the opportunity to connect with Taco Bell owners, operators, and hiring managers, the association offered attendees unique menu items to try. Their 2022 trade show will be held in Las Vegas, Nevada, from October 3-6. 

4. Domino’s Franchisee Association (DFA)

Yet another trade show in Las Vegas, this one was anything but cheesy! Our team was able to share the power of Sprockets with vendors, owners, operators, and members of the DFA community.  “As a newly approved supplier, this was our first time exhibiting at the Domino’s Franchise Association show,” said Zach Matook, Sprockets’ Director of Marketing. “We were able to meet multiple franchisees from all over the country and really get a sense of their passion for the Domino’s brand.” They were able to showcase how our AI-powered platform can boost 90-day employee retention by an average of 43% to many various brands. Matook added, “Since the show, many new DFA members have joined our community of Sprockets customers!” Their 2022 trade show has yet to be announced.

5. National Association of Convenience Stores (NACS)

Switching gears (and industries), we traveled to Chicago, Illinois, to attend one of the largest trade shows in the United States: NACS. This annual, world-class event allowed us to meet thousands of new people within the convenience-store industry. We were honored to learn from the leading global trade association, which supports 50 countries. Approximately 24,000 attendees, including brands like AmeriGas, BioSteel, and Anheuser-Busch, discussed how to advance their business. In addition, NACS offered their audience an array of valuable content such as leadership development programs, global industry insights, and timely solutions. You can connect with more NACS members at the Las Vegas Convention Center next year from October 1-4.

6. National Owners Association (NOA)

Lastly, our team attended the fourth annual NOA trade show in Colorado. This independent association aims to unify franchise owners, suppliers, and stakeholders. Their ultimate goal is to collaborate on financial and franchise-related decisions for the better of the system. In fact, our company recently became a member and supplier partner of NOA. On their behalf, we made a charitable donation of $2,000 to the Ronald McDonald House to help families in need. We look forward to continue working with NOA to support employers, employees, and members of the community. 

Streamline Your Hiring Process With Sprockets

Attending these trade shows has enhanced our understanding of our audience and taught us what we can do better to support our customers. We are constantly improving our platform to enhance the Sprockets experience for both employers and applicants. If you missed us at the trade shows, no worries – you can still schedule a free, 15-minute demo of our platform. We’ll show you how you can increase employee retention by 43% in just 90 days like other top brands

Two kids in a hospital with text reading, "Sprockets Gives Back to Families in Need: Donates to RMHC"

Sprockets Gives Back to Families in Need: Donates to RMHC

Sprockets Gives Back to Families in Need: Donates to RMHC 1016 528 Sprockets

Sprockets has donated $2,000 to the Ronald McDonald House Charities on behalf of the National Owners Association (NOA) to help families receive the care they deserve. To read more about the NOA, check out our blog, “Sprockets Joins the National Owners Association to Better Serve Customers and the Community.”

About Ronald McDonald House Charities

Families shouldn’t have to go through uncertain times without proper care. Ronald McDonald House Charities (RMHC) aims to give families around the world a place to stay while receiving medical treatment as well as resources they need to feel safe and comfortable. Several RMHC houses also offer recreational activities, educational programs, sibling-support services, art and music therapy, and gardening opportunities. According to the RMHC website, “Research shows that patients whose families stayed at the Ronald McDonald Houses are the sickest, traveled the farthest distances, and spent the longest time in the hospital.”

How Our Donation Will Help Families

Our RMHC global donation will help provide “essential support and resources to our 260 RMHC organizations and families around the world when they need it most.” To date, RMHC has saved families more than $443 million on meals, hotel, medical, and other related expenses. There are Ronald McDonald Houses in 62 countries with a combined total of 1.4 million overnight stays.

Our Shared Values

Sprockets shares RMHC’s core values, like equality, kindness, and compassion. We believe everyone deserves an equal opportunity for employment and want to transform the traditional hiring process – often full of bias – to a more equitable one. In the words of our CEO and Co-Founder, AJ Richichi, “We want to give everyone a fair shake, regardless of where they are from and what they look like.” Like a relay athlete or a sprocket in a machine, the right employee joins colleagues to drive an organization forward in efficiency and harmony.

 

 

We look forward to working together – with both RMHC and NOA – as we build a better future for owners, hourly workers, and our communities. 

A business conference and text reading, "Sprockets Joins the National Owners Association to Better Serve Customers and the Community"

Sprockets Joins the National Owners Association to Better Serve Customers and the Community

Sprockets Joins the National Owners Association to Better Serve Customers and the Community 1016 528 Sprockets

Restaurants have struggled with costly employee turnover for years, and staffing challenges have only gotten worse with the recent labor crisis. So, we decided to double down on our efforts to meet the needs of businesses. In addition to continuously upgrading our hiring platform, we’ve become a member and supplier partner of the National Owners Association (NOA). This is a major step on our mission to create a more equitable, efficient hiring process that improves the experience for employers and applicants alike.

What Is the National Owners Association?

NOA is a group of restaurant owners and suppliers that collaborate on issues such as finances and franchising to improve the system for all parties involved. That includes the owners, their employees, and their customers. Guided by their core values of integrity, honesty, transparency, and respect, members are able to share expertise as well as find guidance and inspiration from each other. We’re proud to be part of this organization and celebrated our new membership with a charitable donation of $2,000 to the Ronald McDonald House, on behalf of NOA, to help families in need.

What This Means for You

We strive to get better every day for the sake of our customers, and joining NOA is part of that ongoing process. Our membership allows us to attend meetings, view industry insights, and communicate with foodservice professionals to better understand the challenges they’re facing and solve them even more effectively. Look for us at the NOA Annual Meeting — we’d love to meet and show you how Sprockets can boost your employee retention by 43%!

Stabilize Staffing Levels With the Sprockets Platform

Someone on a laptop screening high quality candidates

Of course, you don’t have to wait to see us at the NOA Annual Meeting to solve your staffing challenges with Sprockets. We’re more than happy to give you a free demo of our hiring platform. In only 15 minutes, you’ll discover how Sprockets empowers you to make the best hiring decisions every time by revealing which applicants will succeed like your top performers. It even integrates with popular HR tools, like McHire!

A banner reading "3 Restaurants Now Offering Subscription Programs for Customers" sits in front of a Taco Bell restaurant

3 Restaurants Now Offering Subscription Programs for Customers

3 Restaurants Now Offering Subscription Programs for Customers 1016 528 Sprockets

Are you struggling to maximize sales at your fast-casual or quick-service restaurant? Consider spicing things up at your restaurant with a subscription-based incentive! Continue reading to discover which restaurants currently offer fast-food subscription programs and why it’s worth considering for your own business. Plus, find out how you can start building strong teams that will succeed and stay long-term. 

Give your customers excellent service every time by hiring the best employees. Sprockets’ hiring solution reveals what makes your top performers succeed, ultimately empowering owners and operators to make more informed hiring decisions and boost employee retention by 43%. 

 

 

1. Taco Bell’s Taco Subscription

Let’s taco ‘bout Taco Bell’s newest fast-food subscription service: The Taco Lover’s Pass! Subscribers can enjoy one FREE taco each day for 30 days when they download the Taco Bell app. The taco subscription is just $5 to $10, depending on the location. Taco-fanatics can treat themselves to seven different types of tacos, including the Crunch Taco, Crunch Taco Supreme, Soft Taco, Soft Taco Supreme, Doritos Locos Tacos, Doritos Locos Tacos Supreme, and Spicy Potato Soft Taco. Although Taco Bell’s subscription plan is currently only available in select Arizona locations, Taco Bell’s taco subscription might make its way to all 50 states. 

2. Panera: MyPanera + Coffee

Is coffee the fuel that helps your business run? You and your employees might love – and learn a thing or two – from Panera’s new monthly subscription. MyPanera + Coffee subscribers can get free, hot or iced coffee through 2021. Then, they can sip unlimited coffee in any flavor for just nine dollars a month starting January 1. To join, customers just need to create or sign-in to their MyPanera account, select their subscription plan, and order their favorite drink. They can receive free coffee every two hours via drive-thru and unlimited refills in the restaurant. Subscribers can pair their beverage with a bagel, muffin, or any breakfast item for the perfect combo (and some bonus revenue for the restaurant).

3. On the Border Mexican Grill and Cantina: Queso Club

In ques(o) you didn’t know, On The Border Mexican Grill and Cantina is offering 365 days of free queso for just one dollar. People can get their hands on free queso for a year by signing up for a Border Rewards account. Then, the next time they’re enjoying a bowl of queso in their restaurant, they can subscribe to the $1 Queso Club and enjoy an entire year’s worth of FREE QUESO. And, in case you think this is a cheesy deal, Border Rewards members also receive personalized rewards, sneak peeks to VIP events, and challenges! Subscribers earn one point for every dollar they spend in the restaurant which they can redeem for discounts on food and drinks.  

Monthly Restaurant Subscription Benefits

Of course, these restaurants aren’t the first to dabble in subscription services. Several benefits can arise from fast-food subscription programs, including:

  1. Increased Revenue: When customers visit the restaurant to retrieve their free taco or cup of coffee, they will likely purchase additional items to make it a meal. 
  2. Customer Loyalty: The brand is able to connect to their customers – both new and current – in an engaging way, increasing customer loyalty. For example, 35% of Panera’s subscribers were new customers. 
  3. Competitive Advantage: Subscriptions like Taco Bell’s taco plan can set your brand apart from competitors, especially during a labor crisis. 

Subscribe to Sprockets and Save on Costly Employee Turnover

While we aren’t giving away free queso or tacos, we are empowering restaurant owners and operators to predict applicant success and build better teams. Our AI-powered solution is trusted by top brands like Taco Bell and Chick-fil-A to reduce employee turnover by an average of 22%. Would you like to save time and money so you can allocate resources elsewhere and focus on daily operations? Check out our Guide to Employee Turnover to learn about proven strategies, including implementing Sprockets!

 

A picture of AJ Richichi and text reading, "Scribble Features Sprockets’ CEO as a Leader of Innovation"

Scribble Features Sprockets’ CEO as a Leader of Innovation

Scribble Features Sprockets’ CEO as a Leader of Innovation 1016 528 Sprockets

How does a dorm-room project evolve into a rapidly growing tech startup that’s changing the way people think about hiring? The team behind Scribble, a project launched by the South Carolina Department of Commerce, sat down with AJ Richichi to find out. Check out the interview below to discover the story behind Sprockets and its innovative solution. You’ll meet our CEO and hear his thoughts on the current state of hiring, artificial intelligence, entrepreneurship, and more.

AJ Richichi: Creating a More Effective, Equitable Hiring Process Through Artificial Intelligence

How Hiring Is Flawed

Change isn’t easy, especially when it comes to changing a process that businesses have trusted for years, but it’s necessary if we want to fix a broken system. The traditional hiring process is biased, time-consuming, and ineffective. Plus, companies are struggling to maintain staffing levels and lose thousands of dollars each year due to high employee turnover. AJ Richichi helps people solve all of these issues using the Sprockets platform.

As Richichi mentions in the interview, “White-sounding names get 50% more callbacks than non-white-sounding names. The average general manager will ask between seven and nine illegal interview questions every single phone call. We want to give everyone a fair shake, regardless of where they’re from, where they went to college, and what they look like, to get employment.”

Richichi’s Innovative Solution

Sprockets users don’t need to worry about staffing issues, wasted interview time, or potential bias. Our AI-powered platform reveals which applicants will succeed like a location’s top performers using a three-question survey and a simple scoring system. It empowers business owners and operators to hire the best workers every time without even looking at a resume. Plus, it’s proven to boost employee retention and reduce the amount of time spent on the hiring process so people can focus on daily operations.

Eliminate Bias, Save Time, and Reduce Employee Turnover

The Sprockets platformA lot has changed since Richichi’s days in the dorm room, but one thing remains the same: his passion for matching people to possibilities. Sprockets is now a trusted hiring solution for top brands like Domino’s and Taco Bell. Plus, it integrates seamlessly with other popular HR tools, such as McHire and TalentReef.

“We have been empowered to more quickly focus on the candidates that closely match our hiring profile, generating a higher success rate of new hires in our system and eliminating wasted interview time. We feel great about our progress, and the impact was nearly immediate.”

– Bob Fenzel, VP of Wingstop

Schedule a free demo today to predict applicant success with Sprockets, ultimately reducing costly employee turnover!