Tri-Skill Consulting, LLC

Tri-Skill Consulting, LLC We develop Leaders. With individual talent, your whole team, or your training program, we will help. Talent. Team. Training.

Whether you need to enhance individual skills, strengthen team performance, or assess learning programs, we will help. At Tri-Skill Consulting, we offer solutions for your talent, your team, and your training. We can evaluate employee needs and skill gaps, conduct seminars to enhance areas of opportunity, and offer tools and guidance to help Management better develop their team members. We can analyze your team dynamics to offer solutions for improving your team's performance and efficiency. We can review your current training systems and materials, identify gaps, and provide ways to enhance your employees' learning and knowledge retention. We're here to help you develop your next generation of Leaders.

My clients tell me all the time:"We always seem to be short-handed.""I can't find good people.""My labor costs are killi...
09/16/2026

My clients tell me all the time:
"We always seem to be short-handed."
"I can't find good people."
"My labor costs are killing me."

According to the National Restaurant Association's recent insight report on hiring and staffing, it's no wonder.

--You lose the equivalent of your entire staff every year
--You lose productivity for at least a month while a new hire gets their footing
--You lose money every single shift that your roster isn't full

So, yeah. Do the math. You're losing revenue while the job is empty, while training someone to do the job, and while waiting for them to become proficient.

And yet, when operators were asked what was most important in hiring a new manager, their answer wasn't sales or guest experience or cost control.

Their answer - the most important aspect of hiring a new manager - was building morale and team culture.

Retention is directly related to leadership.
You know this. I know this.
So what's stopping us from taking care of our staff?

What's the one thing your Managers and Chefs do (or God forbid, don't do) to reduce turnover?



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I'm Noelle. Call me the Training Maven. Call me the Attrition Magician. Just call me. I help Restaurant Leaders level up. ⬆️

09/15/2026

Reading 36 pages of an industry report doesn't usually get me fired up.

But reading that the current restaurant turnover rate is 122% definitely caught my attention.

122%. One hundred twenty two percent. Your entire staff and then some GONE every single year.

What I found most interesting in the National Restaurant Association's Hiring and Onboarding Insights, though, wasn't the number.

The number itself doesn't mean anything without context.
And the truth is that owners and operators directly impact that number because they're not responding quickly or making it easy for candidates to apply.

The NRA's research shows that job seekers will apply to several positions at once and take the first job that comes along. That means, if you're slow on the uptake, you get what you get, instead of getting your pick.

So here's the question of the day: when somebody applies for a job at your restaurant, how quickly do you get back to them?



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I'm Noelle. Call me the People Potentialist. Call me the Attrition Magician. Just call me. I help Restaurant Leaders level up. ⬆️

09/09/2026

I finally figured out my Mission statement: I help restaurant owners and operators NOT be an a**hole to their staff.

I'm serious.

Most restaurant leaders are overwhelmed. They're short-staffed, overworked, and underperforming. They're dealing with high turnover and low margins. Food costs are out of control, and sometimes, frankly, so are the guests.

The operators I know genuinely want to do the right thing.
They want to take care of their staff.
They want to offer training and recognition and a growth plan.
They want to make money while providing a good working environment for their team and a good dining experience for their customers.

The problem is that they simply don't have the time or capacity to do all. the. things.

And the result is burnout.
Short tempers. Stress. Soul-crushing exhaustion.

So much so, that they don't even know how or where to start to fix it.

Fortunately, I do.

Click the link below for a quick Reality Check, and let's figure it out together. Not all the things all at once. Just one thing, one at a time.

https://www.tri-skillconsulting.com/reality-check



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I'm Noelle. Call me the Training Maven. Call me the Attrition Magician. Just call me. I help Restaurant Leaders level up. ⬆️

09/08/2026

This is the very first video I ever posted on LinkedIn - three years ago today, the Tuesday after Labor Day, and the official launch of Tri-Skill Consulting.

I was so young and dumb. 🤣

Despite 20+ years of learning and development experience, I was a young entrepreneur.

Despite being well-read, well-educated, and well-versed in my field, I knew absolutely nothing about running my own business.

Three years later, here I am.

More comfortable,
more confident,
more committed than ever.

What started as "leadership development" has transformed into a dedicated purpose to serve the hospitality industry.

Because restaurant people are my people.

Carpe diem, indeed.



****
I'm Noelle. Call me the People Potentialist. Call me the Training Maven. Just call me. I help Restaurant Leaders level up. ⬆️

09/07/2026

Why is it that every Labor Day, I think of reading "The Jungle"?

It's no wonder I've never liked hot dogs.

To all of you toiling over a grill, in a dish pit, behind a bar, or through customer service,
To all of you serving the sick, the weary, or the disenfranchised,
To all of you working today so I can enjoy a few hours on the beach with my family . . .

Thank you.

Whatever you do and whomever you serve, I wish each of you a day of rest.

And then tomorrow . . . 🔥

09/02/2026

Bartenders are going to HATE me for this:

Your bar should be using jiggers. Every. single. time.
-- Spirit + mixer = jigger
-- Specialty recipes = jigger
-- Mocktails = jigger
-- Batches = liquid measuring cups/containers

I was a free-pour bartender for years, and I was damn good at it. My beverages were tasty, my regulars loved me, and my first-timers came back.

Back then . . . a jigger? Absolutely NO. My fellow bartenders and I hated the idea. Did our Managers not trust us behind our own bar?

Now . . . a jigger? Absolutely YES.

Here's the thing: using a jigger had nothing to do with trust.
Using a jigger had everything to do with consistency and cost control.

***More consistency = lower cost***

Free pours are eating into your profits, guaranteed.

So, I ask you: is your bar still free-pouring? What's stopping you from making the switch?



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I'm Noelle. Call me the Bar Boss. Call me the Training Maven. Just call me. I help Restaurant Leaders level up. ⬆️

08/25/2026

"Leadership is not about being the boss.

It's about creating safety for everyone to show up,
do their best work,
and develop their full potential."

Brené Brown talks about this a lot: leadership, boundaries, courage, empathy.

I'd argue that we all want to take care of our staff.
We all want to foster a positive, team culture.
We all want our employees to know that we appreciate them.

I'd also argue that creating that environment feels nearly impossible when the walls seem to be crumbling around you,
when food costs continue to rise,
when the big bosses want to know why your margin is so low,
when guests demand more but want to pay less,
when you're running the shift by yourself for the umpteenth time for the millionth day in a row because you. can't. find. good. help.

So what do you do?

You go back to basics, lay the groundwork, build a foundation.

It takes time and effort and money to put systems and structure into place.

It's expensive.

And, it's even more expensive to not.

To put a brake on that revolving door of employees, how do you create a safe space for everyone to do their best work?



****
I'm Noelle. Call me the People Potentialist. Call me the Attrition Magician. Just call me. I help Restaurant Leaders level up. ⬆️

p.s. Not sure where to start? Check out my Restaurant Reality Check:

https://www.tri-skillconsulting.com/reality-check

I'm not usually one for "Monday Motivation," but this is too good not to share.To the dreamers and doers,The restaurateu...
08/24/2026

I'm not usually one for "Monday Motivation," but this is too good not to share.

To the dreamers and doers,
The restaurateurs and home cooks,
The entrepreneurs and solopreneurs and "can I really do this?"-preneurs,
The 9-5ers and corporate lifers,
The kids and the creatives,
The maybes and somedays and wishers.

What's stopping you?
Fear of failure?
Fear of success?

Do it.
Today.

Run like hell toward your dream.

Carpe diem. 🔥

I find this absolutely fascinating.A couple of weeks ago, I conducted a survey ago about why people quit, and the answer...
08/20/2026

I find this absolutely fascinating.

A couple of weeks ago, I conducted a survey ago about why people quit, and the answers were more spread out than I expected.

What the results tell me goes back to: "People don't quit companies. People quit people."

Each one of these reasons relates directly to how the restaurant, organization, or group is led.

Not managed. Led.

If these are the reasons people quit, why do they stay?

What are you doing right now - today and every day - to encourage your staff to stay?



****
I'm Noelle. Call me the People Potentialist. Call me the Attrition Magician. Just call me. I help Restaurant Leaders level up. ⬆️

08/18/2026

Food Network, do better.

Seriously, do the headlines about burnout and mental health in the restaurant industry mean nothing to you?

"Pitmasters." 7 days in the elements - eat, breathe, and cook barbeque over open fire.

I get it. It has to be exciting.

It's about numbers and viewership and making the show so enticing that people want to watch.

I mean, I did. I stopped and watched.

Until I heard one of the chefs say, "We are raising our standards and expectations, even as their batteries are draining."

On the episode I caught, the contestants hadn't slept in 72 hours.

You know what happens to your body and brain after 72 hours with no sleep?
--difficulty concentrating
--impaired decision making
--lack of coordination
--hallucinations

These people are working with FIRE.

I don't get it.

You could argue that the contestants know what they're signing up for. I'm sure they have to sign a waiver that says, "If I die, I won't sue you guys."

To your viewers who aren't in the restaurant industry (and even to those of us who are), what message are you sending?

That someone's physical and mental health is worth $50,000 and a title?

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