Restaurant operations • Retention
Restaurant employee retention, built into the week.
People stay where they are seen, heard and treated fairly. Gid gives the team a way to thank each other, a place to share ideas without a name, reviews on time and a schedule that respects the hours each person asked for.
No contract. No commitment. No credit card.
Our job is to earn our place on your floor, not to lock you in.
Last updated September 24, 2026
Gid
Founders rate • Lifetime$29 $89 USD per location per month
- Tasks, schedule and team chat in one app
- Continuous training tuned to your menu
- Daily reports that surface what matters
- An AI assistant that knows your documents
- Your whole team in. Adding people never raises your bill.
First 250 worldwide • rate locked, no contract
Why restaurant staff leave
Six reasons people quit, and what to do about each
None of them needs software to start. Each of them needs a habit that survives a busy week.
The first week
Nobody showed them the ropes
The first week sets the tone. Give each new hire a plan, a supervisor and a mentor, and check in on day three.
Recognition
Nobody noticed
Thank people for something specific, soon and in front of the team, and let teammates do it too.
Voice
Nobody asked
Ask one question at a time, often, and let people answer without their name. Then say what you changed.
Hours
The hours were wrong
Ask how many hours each person wants, and respect the maximum. Hours nobody asked for send people looking.
Growth
Nothing to learn next
Show each person what to learn next, and review their progress on a rhythm, not only when something goes wrong.
Chaos
Every service is a scramble
Clear tasks, a known schedule and a team channel make the work calmer, and calm work is work people keep.
What Gid adds to the week
Eight habits, and where each lives in Gid
The habits above, in the app your team already opens for the schedule.
| The habit | In Gid |
|---|---|
| A real first week | Turn on Integration to give each new hire a seven-day plan with a supervisor and a mentor, and a check-in on day three. |
| Thanks from the team | Anyone can hand a teammate The Pass for carrying the floor, having their back or staying calm under fire. It shows on the team's wall, or stays private. |
| A voice, without a name | Share an idea lets anyone send an idea, anonymous by default. The manager can mark it shipped with a reply, and the author sees where each of their ideas went. |
| One question to the whole team | Owners launch a pulse: one question to the whole team, a quick feeling check on a 1 to 5 scale, fully anonymous, on topics such as schedule fairness, recognition, wellbeing and workload, or growth. |
| Reviews on a rhythm | Onboarding, quarterly, half-year and annual reviews. Each person gives their side first in a short check-in, then the manager adds theirs and delivers the review. |
| The hours people asked for | Each person sets the hours and the days they want each week, ideal and maximum, and the manager is flagged when a week goes over the maximum. |
| Something to learn next | Each teammate's learning map shows the next recommended step. |
| A number to watch | The owner's dashboard blends task performance, training, tenure and retention into one engagement score, and shows turnover beside it. |
How it works in Gid
Small habits, visible every week
Three views, one app, nothing to remember on a sticky note.
Step 1
Watch the team, not only the sales
The command center shows one engagement score, built from task performance, training, tenure and retention, and the turnover beside it.
Step 2
Give everyone a next step
Each teammate's learning map shows the next recommended step, so an experienced server still has something to learn.
Step 3
Respect the week they asked for
The week is built on each person's availability and the hours they want, and each person confirms their own shifts on the phone.
A real month
A month of small habits, in Gid
An example of what the habits look like in one restaurant, week by week.
Week one
A new hire is not left alone
A new server starts with a seven-day plan, a supervisor and a mentor. On day three, the check-in happens because it is on the plan.
Every week
Thanks, out loud and in the app
After a hard Saturday, the manager hands The Pass to the busser who covered the patio, and two servers hand one to the host.
End of the month
A question, then an answer
A pulse asks about schedule fairness. The answers point to the closing rotation; the manager changes it and says so in an announcement.
The stack you have today
Six apps that do not talk to each other, or one that does
Nothing here is a knock on any specific tool. It is what happens when the schedule, the tasks, the training, the chat, the documents and the guest reviews were never built to know about each other.
6 apps 6 logins 6 bills
- SchedulingThe week is posted, the swaps still happen by text.
- Tasks and checklistsA missed closing task shows up the next morning.
- Onboarding and trainingNew hires learn from whoever is on shift.
- Team chatShift talk buried between personal texts.
- Documents and menusRecipes and SOPs lost in folders and binders.
- Google reviewsReplies go out, the lesson never reaches the team.
Gid
One app on iOS, Android and the web
1 app 1 login 1 price
- Scheduling
- Tasks and checklists
- Onboarding and training
- Team chat
- Documents and menus
- Google reviewsReply drafts, recurring themes, lessons for the team
$29 USD per location per monthWhole team included
First 250 worldwide • rate locked, no contract
The honest part
What software cannot fix, and what Gid does not do yet
Retention starts with pay and a fair manager. Here is where an app stops.
An app will not fix it if
- The pay is below what the restaurant down the street offers.
- A manager treats people badly and nothing is done about it.
- The schedule changes every day without notice.
Limits of Gid today
- Gid does not run payroll or benefits.
- The engagement score appears only once there is enough real data behind it. Until then, Gid shows none rather than a guess.
- Gid POS and Gid Reservations are listed as coming soon. They are not in your hands yet, and we will not bill you for them until they are.
- The free workspace brings you plus one helper. Bringing the full team means a paid location.
Questions, answered
How can a restaurant reduce employee turnover?
Give new hires a real first week, thank people for specific things, ask for their opinion and act on it, respect the hours they asked for, and show them what to learn next. Fair pay and a fair manager come first; these habits keep good people.
Can restaurant employees recognize each other in Gid?
Yes. Anyone can hand a teammate The Pass, and it shows on the team's wall unless they make it private.
Is employee feedback anonymous in Gid?
Ideas shared with Share an idea are anonymous by default, and pulse questions are fully anonymous.
Does Gid measure turnover?
The owner's dashboard shows turnover beside an engagement score built from task performance, training, tenure and retention.
Can I run performance reviews in Gid?
Yes: onboarding, quarterly, half-year and annual reviews, with the employee's own check-in first and the manager's side after.
What does Gid cost for a restaurant team?
$29 USD per location per month at the Founders rate, $89 USD at the public rate, with your whole team included; adding people never raises your bill. The recognition, the reviews, the schedule and the training are the same app, at the same price.
About this page
Who wrote it, and what Gid is
Written by the Gid team
Members of the Gid team owned and operated restaurants before building software. The six reasons above come from running restaurant teams, not from a survey. If your team needs something it misses, tell us at contact@gidai.ca.
What Gid is
One connected operations app for restaurant teams: scheduling, tasks, team chat, continuous training, onboarding, performance evaluations and an AI assistant grounded in your own documents. One price per location, whole team included.
Make every shift lighter.
Set up your workspace and try every part of Gid on your own. When you know it earns its place, your team rides in next.
No contract. No commitment. No credit card.