How To Maximize Your Restaurant’s Facebook Page

How To Maximize Your Restaurant’s Facebook Page

Facebook is the great gathering place. People spend a lot of time scrolling through their favorite pages and interacting with everyone on their feeds. This is a great opportunity for your restaurant to reach new customers and keep past customers. People are far more likely to eat somewhere that they feel a connection to, and it keeps your brand in people’s minds. The best part, from a marketing point of view, is that you can write one post and have it spread to millions of viewers. Your restaurant’s name can get out there for very cheap this way.

The trick is to make Facebook work for you. After all, no media platform will do you any good if no one reads your work. Here are the basics of getting your page on everyone’s ‘like’ list.

1. Post Frequently

A page that hasn’t had any activity for a long time will lose even dedicated followers. Plus, Facebook’s algorithm puts the pages of recently visited sites on readers’ feeds. If you want your customers to have your posts on their feed, you have to post something new at least once a week. What should you post?

  • Milestones, no matter how small. “We’ve had our 1000th customer today.” “We’ve been open a whole decade now.”
  • Deals that you offer exclusively through your Facebook page. This will get people to hit up your page regularly. You can give discounts to people who ‘like’ your page, or announce 2-for-1 drink deals only on your page.
  • Specials of The Days, with attention given to seasonal items in particular. If you have unusual specialties, post about them.
  • Back of the House photos such as your top chef posing with his knives. Just ask Hollywood how much people love behind-the-scene peeks.

2. Use Facebook Insights

Facebook provides a regular rundown, called Facebook Insights, of the people who are visiting your page. This gives you a lot of data about who you are reaching, which can let you refine your posts and advertisements. Read the demographics carefully and see where you can better match your clientele.

3. Link To Other Social Media

Do you have a Twitter account? Any other type of media account? You can boost the number of people reaching your page by having tabs for your other social media accounts on your Facebook page. It also gives customers a better sense of your corporate culture.

4. Link To Other Pages And Businesses

On a related note, post about and link to related content and businesses. For instance, if you do business with a local farm and the farm has a website, write a post about them and link to their website. Link to their Facebook page, while you are at it. This gives you a better chance of getting the attention of people in your target demographic.

5. Upload Videos

Videos show up well on people’s timelines, and they give you a lot of flexibility to showcase your restaurant. You can post videos of behind-the-scenes footage, talk up your Soup of The Day, or discuss your philosophy as portrayed in your menu.

6. Keep Your Information Updated

Perhaps this goes without saying, but while you post regularly, be sure that your business information is accurate. It’s easy to forget that your contact information, hours of operation, and other important points are listed on your Facebook page, but it can be one of the first ways customers get such information. Keep your business info the same across all outlets.

A good Facebook page can boost your marketing, and restaurants can use all the help they can get in this world. Use these tips to maximize the help you get out of Facebook.

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Employee Turnover: Get Ready, It Happens — 5 Ways To Slow It Down

Employee Turnover: Get Ready, It Happens — 5 Ways To Slow It Down

Turnover rates in the hospitality industry are going up, hitting a whopping 72.1% in 2015. Compare that to the average employee turnover rate for all private-sector workers, 45.9%. If you own or manage a restaurant, according to the laws of averages, you should expect to replace almost three-quarters of your workers each year!

In addition to giving you headaches, disrupting the work flow in your business and disrupting the customer experience, this kind of turnover impacts profitability. The Center for American Progress reports that an employee earning below $30,000 a year costs 16% of that annual salary to find, hire, and train. Replacing a waiter or waitress earning an average $20,880/year, then, costs about $3,340. More highly trained employees like chefs and head cooks, earning an average $46,620-$74,240/year, cost $7,460-$11,880.

Looking at it from a different angle, if you have 20 waiters and waitresses, you can expect to lose 16 of them in the coming year. At a cost of $3,340 each, that’s $53,440 subtracted from your bottom line.

Why is the employee turnover rate so high in the restaurant industry? Low pay, long hours, minimal or no benefits and limited advancement opportunities make it likely that employees consider restaurant work a temporary situation rather than a career.

In addition, characteristics of restaurant employees factor heavily in turnover. Younger employees are more likely to leave as are part-timers. Often younger employees are students, and restaurant work is secondary to other commitments. Older employees sometimes take on a restaurant job when they lose work or experience money difficulties. When challenges ease, they leave.

You can cushion yourself against losses in productivity and profitability and reduce turnover by developing solutions based on the reasons restaurant turnover occurs:

  1. Characteristics of restaurant employees. The ideal employee is one who sees work in the restaurant industry as a career path. This means during the hiring process, you’ll want to get a sense of a potential hiree’s life plan. Hopefully they have not only past experience in the industry but future plans that include work in some area of hospitality. Even verifiable volunteer experience showing engagement with food and hospitality is promising. Since most turnover occurs among younger and older workers, look for mid-range in age, mid-twenties to mid-forties. Verify that a hiree’s skill set fits the particular job description.
  2. Compensation. When you consider the real cost of replacing valuable workers, higher pay doesn’t seem as costly as replacement. Work out your compensation policies so wages are at least competitive and workers receive regular raises. Find ways to recognize extra effort and on-the-job achievement.
  3. Working conditions. Workers are more likely to develop a sense of loyalty to your business if they experience a cooperative, optimistic work environment and have good opportunities for communication. Holding regular staff meetings which all attend and where respect is the basis of conversation do a lot to build team-spirit and a well-coordinated effort. These meetings can include working out challenges that affect the whole group, but save private grievances for individual monthly review sessions. Be sure to build in flexibility with things like dress codes and scheduling. Encourage creativity and ingenuity. People like to exercise these characteristics!
  4. Advancement. In brief, monthly review sessions, provide opportunities to raise more personal issues, but focus these one-on-one meetings on growth and improvement for your employee. How is your employee experiencing their job with your organization? Are there areas in the employee’s current job where they can improve? Where they excel? What is the next step for your employee? This question is especially critical. Long-term employees want to know there is room for them to advance, and they want to see a clear path to it.
  5. Benefits. Long-term employees look for and want benefits. If you have 50 employees or more, you must provide them. Even if you employ fewer than 50, consider providing something. Benefits can serve as a perk to make you more competitive. As a smaller operation, even if you can’t provide big benefits like health, you can offer other things that let your employees know you value them. Free food is always appreciated.

In addition to policies and best practices that make your restaurant environment a great place to be, cultivate personal practices that inspire loyalty: greet your employees each day, praise them when you see extra effort or something you appreciate, include them in planning and problem-solving. If you hire thoughtfully with an eye to the long-term, offer competitive compensation and extra perks, and create a pleasant, energetic, creative working environment with opportunities for growth and advancement, why would an employee ever want to leave?

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How to Help an Employee Who has a Drug or Alcohol Problem

How to Help an Employee Who has a Drug or Alcohol Problem

Drug and alcohol addiction is fairly common among men and women from all backgrounds, races, and classes. Up to 60 percent of people suffering from addiction work full-time, according to a recent report from the National Business Group on Health. That means it’s more than likely that you’ll end up having to face an employee who has a substance abuse problem at some point in your career.

So, how do you handle it? Can you fire someone for alcohol or drug addiction? How is addiction handled according to the FMLA? Here’s what you need to know about how to help an employee who has a drug or alcohol problem:

1. Know what to look for

Knowing the signs of substance abuse is the first step toward helping someone who is dealing with it. Some common signs include being “sick” or coming in late often, general sloppiness while at work, careless attitude and missed deadlines or goals. Physical symptoms vary and can include bloodshot eyes and overall appearance of fatigue and tremors. Employees who are abusing alcohol or drugs while at work might avoid you and other co-workers after breaks, and they might display signs of being intoxicated, such as talking too loudly, slurring their words or being incoherent. If left untreated, one employee’s addiction could result in a work-related accident, costing your company money and potentially hurting other employees.

2. Handle it with delicacy

Confronting anyone about substance abuse must be handled carefully and privately. Brush up on your company’s policy toward substance abuse, including any programs or counseling it might offer. When you speak to your employee, you’ll need to have an action plan in place. This means knowing whether they can take time off or deciding if it’s their last day. According to FMLA, employees who receive health benefits from their workplace could qualify for up to 12 weeks unpaid time off since addiction is considered a health condition. If your employees are not getting benefits, talk to HR generally to find out what, if anything, you can offer your employee to help them seek treatment. Your employee will be more likely to admit to the problem and seek treatment if they know they can do so with discretion and without the risk of losing their job.

Make sure your employee knows that they can seek treatment confidentially. You don’t need to give other employees (aside, perhaps, from HR) the full explanation for their absence. If your company does not have a plan in place, see if you can find local substance abuse programs that are free or within your employee’s budget.

3. Be firm in your expectations

Substance abuse is considered a health condition, but that doesn’t mean you should (or can) condone intoxication at work. Be firm in your expectations-your employee needs to know that they are expected to adhere to company guidelines regarding drug and alcohol use and that their actions are putting their co-workers, and potentially their customers, in danger. Make it clear that you are committed to providing a safe, drug-free work place for all of your employees. That means the employee can no longer show up intoxicated. If they do not want to take time off for treatment, make it clear that you expect their performance to improve.

Handling an employee’s drug or alcohol problem is a delicate situation, but it’s one that should be handled sooner rather than later. Waiting for your employee to seek out treatment on their own probably won’t work, and it could result in an accident, not to mention wasted wages on a non-performing employee. Use these tips to help your employee understand the consequences of their addiction and to seek the help they need.

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15 Employee Appreciation Ideas that Won’t Break the Bank

15 Employee Appreciation Ideas that Won’t Break the Bank

We’ve all heard the phrase “Happy wife, happy life.” Well, think about what would happen if you replaced “wife” with “employees.” Typically companies rely on their employees for a lot more than they might give them credit for. Aside from expecting our employees to carry out the normal responsibilities of arriving to work consistently and on time, and requiring them to perform various duties as needed, we have to recognize that sometimes employees are the only link between whether our business thrives or not. One customer’s experience with an employee can determine whether they go on Facebook and tell everyone to use your services or whether they Tweet to millions that your product is awful.

Sometimes all it takes to make an employee love coming to work, rather than dreading it, is to show them a little appreciation. According to the national day calendar (did you know that was a thing?), employee appreciation day is observed the first Friday in March. However, you can really make it whenever you want to. If you want to go the extra mile, schedule two a year, one a quarter, or have one every time your team reaches a big goal. We’ve taken the guesswork out of it with 15 employee appreciation ideas that won’t break the bank.

1. Recognition board

We’ve all seen it before: the “Employee of the Month” plaque where one lucky person gets recognized. Well on Employee Appreciation Day, take the time to recognize all of your employees. Include a photo, how long they’ve been working for you, and a fun fact to make everyone feel special.

2. “Thank you” notes

A little thank you goes a long way, and handwriting a note makes it even sweeter.

3. Raffles

Sure, it might be too expensive to buy every employee a gift, but raffles are fun and exciting. Get a couple of gift cards or movie tickets and give everyone a ticket. They’ll feel like they won the lottery!

4. B-I-N-G-O

Like raffles, Bingo has that element of surprise that people love. Play a few rounds after work and have some small prizes to give away.

5. Special parking

Mark a coveted spot and rotate who gets to use it each week.

6. Discounts$$$

If your company has 20+ employees, chances are other businesses would want them as customers. Partner with some other businesses on the block like gyms or hair salons to offer your employees some real perks. Or just buy them an IndiCard and that’s already been done for you!

7. Pizza

It’s amazing what people will do for some free dough, sauce, and cheese.

8. Ice cream

It’s equally amazing what people will do for some free ice cream. Provide a topping bar to make it even more delicious.

9. Make break room more inviting

Install lockers, a magazine rack, a Keurig, and a few comfy chairs so that breaks are actually relaxing.

10. Have a company park day

It can be as simple as grilling burgers and hot dogs at a park or go all out and hire a DJ and rent inflatables.

11. Photo booth fun

Hire a company to set it up for a few hours one day. Post the pictures in the office and let them take home a keepsake. If it’s too expensive to hire a professional, DIY with a backdrop, fun props, and instant cameras.

12. Brag buttons

It might sound cheesy, but it’s pretty cheap to design a button with your company logo and keep them on hand so when you catch an employee being outstanding, they can wear it as a reminder of how awesome they are.

13. Birthday treats

Everyone should feel special on the day of their birth, so make sure you at least give them cards. If someone has to work on their birthday, give them a cupcake or candy bar too!

 

14. Break coupons

While it may not be feasible to give everyone extra vacation days, you could easily give them coupons for a 15-minute break that they can redeem at their leisure.

Although we’ve provided some fantastic ideas, you could also get feedback from your employees. Create a survey or poll to find out what they would enjoy. Their input will help you understand their preferences. Employee appreciation is a win/win for everyone.

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Restaurant Delivery Is On The Rise

Restaurant Delivery Is On The Rise

Restaurants have unexpectedly found themselves in the middle of a recession. For whatever reason, people just aren’t eating out anymore. In some cases, it’s a lack of time. In others, it’s a concern about high-calorie count, large portions, or even the noisy restaurant atmosphere. The result for restaurant owners, however, is the same: they’re experiencing decreased income and a struggle to maintain their businesses. Fortunately, many restaurants are finding a new solution: restaurant delivery.

What’s the Rush?

Today’s customers are busy. They’re after convenience and speed–often over price. They’ve spent long hours at work or with the kids, and when dinner time rolls around, the last thing they want is to have to step away from their current activities to prepare a complicated meal. This is the reason many meal delivery services, like HelloFresh or Blue Apron, are flourishing: they offer simplicity and convenience all rolled into one. However, restaurants who offer delivery can extend even more convenience to customers by delivering fully-prepared meals straight to the customer’s door.

 If your restaurant is struggling to stay afloat during this restaurant recession, offering this one key service is a great way to decrease those difficulties.

This restaurant delivery service is something that many customers are demanding with greater volume than ever. When they don’t have time to go out and get a meal themselves, they want the restaurant to bring it to them–and they’re not quiet about their requests. Many fast food restaurants and casual dining locations quickly find that the primary request of their customers is that they offer delivery on their food. If your restaurant is struggling to stay afloat during this restaurant recession, offering this one key service is a great way to decrease those difficulties.

The Real Cost of Delivery

For many restaurants, delivery services can be difficult to implement, especially at first. Let’s go over several key challenges:

Customers aren’t ordering as much through delivery as they might if they were eating in the restaurant–especially of high-margin items like drinks and desserts. Preparing for those issues ahead of time might include offering free dessert or a percentage off an appetizer for initial delivery clients. Once they’re used to seeing those items come through their doors with their meals, they’ll be more likely to order them in the future.

Offering delivery increases complexity. There’s additional insurance to be purchased, delivery drivers to manage, and a kitchen to balance. You don’t want delivery customers to have to wait too long for their food, but you don’t want to decrease the service you’re offering your in-restaurant customers, either. Finding this balance is critical to beginning a successful restaurant delivery service.

Third-party services don’t allow the restaurant full control. Unfortunately, if delivery drivers who aren’t part of your specific restaurant offer poor service, from slow delivery times to poor people skills at the door, customers are going to link that behavior with your restaurant. If you’re going to work with a third-party service, it’s critical that you vet them fully before beginning the partnership in order to ensure a more effective outcome for both your restaurant and your customers.

Whether you decide that setting up a delivery service is far too difficult or you’re ready to dive in and see if it will work for your restaurant, it’s important to note that many other restaurants–especially chains–are already jumping in. From partnering with Uber Eats, like McDonald’s, to teaming up with DoorDash, like Wendy’s, many restaurants have already taken the plunge to see how delivery will work for their restaurants.

In order to remain competitive, many restaurants may find that restaurant delivery is the best way to keep their corner of the market and ensure that they’re providing the best possible service for all of their customers. So, if you aren’t already thinking about delivery services, it should definitely be on your radar!

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Experience Sirvo for yourself

Sign up now to find hospitality jobs and hire top industry talent.