Winning the War for Talent: Labor Management Strategies to Drive Success

Explore the latest labor market trends and what high-performing companies are doing differently to thrive.

In today's volatile labor market, the race to attract and retain talent has become a defining challenge — especially in foodservice. CEOs and CFOs are being pulled into workforce strategy like never before, because people — not just products or processes — are now the primary differentiator for organizational performance.

The stakes are high. For every four foodservice workers hired, three are quitting. Add to that the macro pressures of rising costs, shifting regulations and intensifying customer expectations, and it’s clear: the old playbook doesn’t work anymore.

So how are top-performing companies winning this war for talent? Winning companies understand that labor challenges aren't just HR issues — they’re business issues. The first step? Think like a frontline worker.

Why do people join — and more importantly — stay with an organization? It’s not just about pay. Today’s workforce values purpose, flexibility and a supportive environment as much as (and sometimes more than) a paycheck.

Rethinking Total Rewards

"Total rewards" has taken on new meaning. Leaders are expanding beyond traditional compensation models to include: 

• Wellbeing: Supporting mental, physical and emotional health.
• Growth: Offering career advancement, education and reskilling opportunities.
• Recognition: Creating a culture of appreciation and accountability.

These shifts are embedded in modern employee value propositions that go beyond transactional incentives and reflect what today’s talent actually values. 

A Four-Part Workforce Strategy

At Sodexo Seniors we have assessed the market and refocused our employee value proposition, centered on four key pillars:

1. Compensation: Not just salary, but bonuses, equity and recognition programs that align with employee contributions.
2. Benefits: From flexible scheduling to robust healthcare, wellness and retirement packages.
3. Career: Pathways for upward mobility, training programs and on-the-job coaching.
4. Culture: A sense of belonging, purpose an teamwork driven by clear values and inclusive leadership. 

Start with Listening

To get ahead, company leaders must listen to their people, to develop a culture and strategy that serves their employees and their business. That means:

• Listening to exit interviews and engagement surveys.
• Looking at turnover data and job decline metrics.
• Learning what frontline workers need — and aligning the company’s value proposition to meet those needs. 

The Bottom Line: People Drive Performance

Labor is no longer a line item — it’s a lever for growth. Companies that invest in their people, modernize their workforce strategy and lead with purpose will be the ones to not just survive — but thrive — in this new era.