Top 3 staff management tips for restaurant owners
In this article, we will discuss the top 3 staff management tips for restaurant owners. These include: -Educating your team members on the business model of the company and its goals. -Focusing on performance and development plans rather than imposing quotas. -Creating a culture that is positive and supportive for all staff members.
Due to recent economic challenges, there has been a shift in the hospitality industry from being a labor oriented model toward one that is service focused. During the boom times, many restaurant owners predominantly focused on growing their business through staffing and not necessarily on training their staff members to deliver high quality service. This resulted in low productivity levels and dissatisfaction among team members.
Now, that restaurants have been forced to reduce their labor costs to remain competitive in a tough market, owners must focus on training team members and make them more self-sufficient.
All these changes can be quite daunting for restaurant owners who are used to the traditional way of managing staff. So what’s the solution? Here are some tips that can help you make this transition smoother.
1) Educating your team members on the business model of the company and its goals. A good manager is one who knows how to get things done through others, not just by himself or herself. The most important quality that a supervisor should possess is the ability to motivate employees so they perform better at work.
How do you motivate people? The answer is by educating them. Educating your staff on the company’s business model and the goals of their particular department will help to ensure that they are motivated in doing a good job. This, in turn, helps to improve customer service levels since your employees will then be able to answer questions about menu items and be more attentive to details.
2) Focusing on performance and development plans rather than imposing quotas. When you take over a new restaurant, the first thing that comes into your mind is increasing sales revenues as much as possible through increased customer attendance levels so that you can cover costs of operation. However, it’s easy to fall into the trap of imposing quotas on your staff members.
It’s important to remember that you have implemented a self-service model and it’s up to the team members themselves to determine their productivity levels. It is not fair for you to impose arbitrary sales targets on them, because this will only lead to unnecessary pressure felt by both employees and customers alike.
What happens if there are no sales? Well, no business can survive on the basis of donations (free income). So instead of setting new goals such as increasing bar sales by $500 per day or increasing dining room revenues by 10% over the next month, set more realistic goals based on what your restaurant has been doing so far. For instance: * Increase average check size in the bar area by 10% over the next three weeks. * Increase bar sales by 2% per week for the month of January. * Increase dinner revenues by 1-2% per week for the month of December.
3) Creating a culture that is positive and supportive for all staff members. A good restaurant owner doesn’t just focus on increasing system wide sales levels, but also invests in creating an environment where team members can work at their optimal level to provide high quality customer service. It’s possible that your employees are not aware of how you want them to be serving customers or interacting with them and this could cause problems in understanding each other’s roles within the business structure. To rectify this, it’s crucial that employers build strong relationships with staff members so that they can communicate effectively and overcome any issues in a positive manner. To achieve this, managers need to create an environment where team members feel supported and know that their opinions are respected by the management.
What tools can you use to build relationships with your team?
* Encourage open communication among employees through regular meetings or 1-to-1 sessions.
You can also provide instant feedback during these discussions.
* Protect your staff from unruly customers who may cause problems as it will reflect poorly on the company’s reputation as well as damage morale levels within the organization itself.
* Create a culture of growth where employees’ performance is measured against objectives and then provided with constructive feedback to improve future results instead of being punished for mistakes made due to lack of experience.
* Promote team members who have exceeded expectations, so that you can also reward them for doing a good job.
A food safety software or task management software can be really helpful to keep staff on track with their daily activities
Thes management tips will help to promote an effective self-service model in your organization where everyone works together toward the same goal: to provide excellent customer service and achieve sales revenue targets set by upper management while improving profitability margins at the same time.