Americans looking for a career that doesn’t require a degree can turn to a handful of blue-collar jobs that often pay twice the national average and, in some cases, more.
Fast-food chains such as In-N-Out pay store managers as much as $200,000 a year, making drive-thrus and fryers the new avenue for high-school grads to earn well.
“The fast-food industry is often viewed as an entry-level workplace, but many restaurant chains have structured career paths that allow employees to advance from crew member to shift leader, assistant manager and eventually general or store manager,” workplace development expert Jan Hunter said in an email to The Independent.
But getting to the top of a fast-food location’s management chain takes more than a positive attitude, experts say.
Time, skill development and leadership all play an important role in making six figures at brands like In-N-Out.
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Where the good wages are
Store managers at some of the leading fast-food chains pay anywhere from $75,000 to $300,000:
Performance bonuses can increase salaries even more, Burns said. While the pay for these positions is attractive, workers should remember that promotions to store manager don’t happen overnight.
Know the timeline
Generally speaking, ascending to store manager at some brands could take as little as three years or as long as six-and-a-half years, Hunter said:
- Crew member to shift leader: 6-18 months
- Shift leader to assistant manager: 1-2 years
- Assistant manager to general manager: 1.5-3 years.
That timeline will change depending on which fast-food company an employee works for.
“Some people become supervisors in a few years, but reaching a general manager position can take longer,” said Lauren Burns, COO at employee software firm Blink, in an email to The Independent. “It depends on the company, available opportunities, your performance, and your experience.”
Sharpen your skills
Running a fast-food restaurant takes a wide range of skills. Those who proactively improve their skills while moving up the management ladder have the best chance at getting a store manager position.
“Instead of waiting for a promotion, start building the skills managers use every day, like staffing, customer service, team dynamics, inventory, efficiency, and communication,” Burns said.
Asking shift supervisors and managers for more responsibility not only reflects well on the worker, but it also expands their view of the restaurant’s operations.
“The more you understand about the whole restaurant, not just your own job, the more prepared you will be for a bigger role,” Burns said.
Those looking to earn a store manager promotion should be able to answer “yes” to the following questions, leadership development expert Tara Furiani said in an email to The Independent:
- Can you train someone?
- Can you run a shift when you're short-staffed? Can you read a profit-and-loss sheet?
- Do you understand labor cost, food cost, inventory, waste, scheduling and productivity?
- Can you de-escalate an angry customer without giving away the store?
- Can you hire people who stay?
- Can you coach a struggling employee instead of simply getting frustrated with them?
Just as important is the ability to train your replacement, Furiani said.
“Companies don't want to promote someone who leaves a crater behind every time they advance,” she said.
Work on communication, too, Burns said. Store managers are looking for employees who can keep operations seamless and stay in sync with leadership’s expectations.
“If you learn to communicate well under pressure, support your coworkers, and keep information flowing smoothly, you’re already building valuable management skills before you even get the title,” Burns said.
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