Training Hacks: Employee Evaluations and Training Program Adjustments

Training Hacks: Employee Evaluations and Training Program Adjustments

by | Jan 30, 2017 | Business Toolkit, IndiTips, Management

You’ve made great hires and developed and implemented a training program, but just because the trainees are working shifts doesn’t mean that training is over. The last phase of a successful training program is measuring the performance of your employee(s). It’s also an integral building block of any prosperous business.

Using employee evaluations

Employee performance depends on a number of things, from punctuality to quality of work to how well they fit with the team. The best way to put all factors together is by using employee evaluations.

Plus, feedback is important, especially in the service and hospitality industry. It’s how we know we’ve done a good job and made someone happy. Employees ask for it from every patron that crosses our threshold, so it’s natural for them to expect it from their managers, too.

When conducting the evaluation, you’ll want the employee to understand that you’re there to help them.

Conducting employee evaluations and following up on them periodically throughout the year is the most effective way to monitor your employee’s progress and give feedback. Based on the size of your establishment, we recommend you conduct employee evaluations at least once or twice a year, if not more.

When conducting the evaluation, you’ll want the employee to understand that you’re there to help them, not to criticize them. Make this conversation as comfortable and collaborative as possible. This shouldn’t be a one-sided discussion where you point out their mistakes and then send them on their way. They, as well as you, have put a lot of time and effort into training and development.

A great way to frame the conversation is by goal setting. Both you and the employee can participate by identifying goals, which will help you and your employee better focus on development. This will also provide a benchmark to refer to during the next evaluation. Goal setting can be tricky, but by using S.M.A.R.T. Goals, you’ll ensure that they are appropriate and achievable.

If you’re providing daily feedback, an employee shouldn’t be surprised by anything when it’s time for their evaluation.

It may come as no surprise to you when we tell you that evaluations are also the best way to determine how to reward an employee. We’re talking raises here, in case you haven’t guessed yet.

Pro-Tip: For legal and logical reasons, you should always keep records of conversations you have with an employee regarding their performance.

Cracks in the system and how to fix them

The hospitality industry is unlike any other. Managers and owners work closely with their employees on a daily basis. Because of this, you’re able to provide your employees constant feedback and immediately correct any bad behaviors or procedures. The trainers that you’ve enlisted (see Training Hacks: Part Two) should also be following suit.

If there are cracks in your training system, you should be able to spot and address them right away and adjust accordingly. In fact, optimizing your training process based on outcomes is a great way to ensure that cracks are few and far between.

Also, if you’re providing daily feedback, an employee shouldn’t be surprised by anything when it’s time for their evaluation.

As always, taking the high road during an employee termination is the only way to go.

If you do have to let someone go…

Unfortunately, there are times when no matter how hard you try to help an employee excel, they just can’t seem to improve their job performance. Or they just don’t care to improve.

Once again, this is another area where the employee evaluation can and should be used.

If you’ve taken the time to work with an employee, to set goals with them, to monitor their progress, to provide constructive feedback, and to retrain them if necessary and things are still not improving… then it’s time to have the difficult conversation with them.

Here are some tips for the meeting:

  • As always, taking the high road during an employee termination is the only way to go. Never lose your temper (even though they may lose theirs).
  • Try to get to the reason for the meeting as quickly as possible. Don’t try to ease into it. It’s going to be uncomfortable no matter what.
  • Never resort to arguing. Simply state you’ve made the decision to end the working relationship and let them know HR will provide them with any written proof or documentation necessary.

A training program is meant to develop as the business develops.

Moving forward

Despite what many think, a training program is meant to develop as the business develops. It’s not supposed to stay static. You may change your menu by adding or subtracting new items. New procedures may arise. Or, you may change equipment in the front or back of the house.

All of these (and more) are reasons to make adjustments to your program.

Just remember to revisit training periodically. Pay attention to your business. Work alongside your employees on everyday tasks once in awhile. Participate in training as much as possible. This will help you understand where your business stands and what you need to do to tweak training to get the best from everyone.

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How to Maintain a Healthy Lifestyle While Working in Restaurants

How to Maintain a Healthy Lifestyle While Working in Restaurants

by | Jan 13, 2017 | Career

Late night shifts. Changing shifts and irregular hours. Constantly on your feet. No time to sit down and eat. Slips, trips, falls. Chemical exposure. Stress. Parties… restaurants aren’t exactly health clubs. Perhaps that’s why researchers found the rate of heart disease and stroke was highest among people in two industries, one of them “Accommodation and Food Service,” which includes people who work in traveler accommodations, restaurants and bars.

So what can restaurant workers do to beat the statistics and maintain a healthy lifestyle in the restaurant industry? Here are 10 steps to take toward protecting yourself:

1. Meet with your employer

It’s a good idea to talk with a potential employer before accepting a job to find out about things like shift management, the physical environment, smoking policies, breaks and personal food prep policies. If you didn’t do this before starting work, and you experience particular things that interfere with best practices for health, bringing them tactfully to your employer’s attention might help.

Sometimes modifications work to everyone’s advantage. These days more employers understand the cost-benefit equation surrounding health and employee sickness, injury and absenteeism.

2. Keep “regular” sleep hours

Yes, restaurant shifts are a potential cause of health problems. To the extent you can, aim for regularity, approximately the same time frame each day that you work. Then adjust your sleep schedule accordingly so that you can get in most of your sleep at the same time every night (or day). If you can’t get in 7-8 hours of sleep in one block, schedule a regular short nap time each day. Keep to your schedule even on days you don’t work. Your goal is to let your body adjust to a rhythm, whatever it is.

A hearty breakfast will provide extended energy, which restaurant employees most definitely need!

3. Eat a great breakfast

What if you work a breakfast shift? Schedule time before you go in to sit down and eat a healthy, hearty breakfast. Eat your breakfast at the same time each day whether you’re working that day or not. A healthy, hearty breakfast doesn’t mean commercial cereals, sweet rolls or bagels. Better are walnuts and almonds, chia, flax and hemp seeds, fresh and frozen fruits, topped with milk, unsweetened yogurt or unsweetened soy milk. This will provide extended energy, which restaurant employees most definitely need!

4. Focus on these foods

Maybe your workplace serves up healthy food and soups and lets its employees enjoy them. If not, you need to prepare. Drfuhrman.com offers a guide to healthy eating based on four principles: nutrient density, comprehensive nutrient adequacy, favorable hormone levels and avoiding toxins. This plant-rich diet aims for maximum nutrient density in minimum calories. Salad is your main dish each day.

“For at least one meal a day, have a big salad that includes plenty of leafy greens, plus beans, onions, tomatoes, broccoli, cabbage, mushrooms, bell peppers and more, topped by a nut/seed-based dressing.” Limit animal products. Eliminate all sweeteners and refined grains. Since most of your diet consists of plant foods, and only 1 in 10 Americans eats enough of them, it’s easy to see where you need to focus: on those fruits and veggies! Keep it simple, and prepare ahead.

5. Find a space and a time to eat

Oddly enough, most eateries offer limited space for restaurant workers to eat. If your shift is long enough that you need a meal, find a corner where you can sit quietly and enjoy your fruits and veggies or made-ahead salad.

The food service world don’t always go quite the way you expect…so be sure you plan ahead.

6. Prepare an emergency food kit

Things in the food service world don’t always go quite the way you expect…so be sure you plan ahead for those times when you’re starving and don’t want to grab the first thing that pops into your line of vision. Chances are good that thing will be sweet and refined. Good things for an emergency food kit are carrot sticks, nuts, pumpkin seeds, canned sardines and apples.

7. Move

In a way, you’re lucky. As a restaurant worker, you’re probably on your feet all the time. Why? Because sitting for extended periods of time increases your chance of heart attack. In fact, Women who sit more than 6 hours a day are 96% more likely to die of a heart attack than women who sit for less than 3 hours a day — and men who sit more than 6 hours a day are 48% more likely than their standing counterparts to die of a heart attack.

But too much of a good thing also causes problems. Take advantage of moments to sit — and while you’re on your feet, watch your posture, and keep moving. Many chefs shift side to side as they work in position on their feet.

8. Focus

Restaurant work seems to demand multi-tasking, but many recent studies show that multi-tasking is not only ineffective but has a negative health impact. Instead, work on mastering the art of rapid set shifting, “…consciously and completely shifting…attention from one task to the next, focusing on the task at hand.”

9. Don’t smoke

You know the statistics. Hopefully, you work in a smoke-free environment, but if not, you have to deal with second-hand smoke, and this is not good for your health. Don’t add to the problem by smoking yourself.

10. Drink water

One of the major causes of obesity, diabetes, heart disease, stroke and other chronic diseases is high sugar drinks. This includes not only soda but unsweetened fruit juices. When you’re thirsty, drink water — and eat the whole fruit.

Maintaining a healthy lifestyle can be difficult when working in a restaurant. So, remember, that even if you do just a few of these or work up to checking off the entire list, it’s still a win. Here’s to your health, restaurant professionals!

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Training Hacks: Building Your Team

Training Hacks: Building Your Team

by | Jan 9, 2017 | Business Toolkit, IndiTips, Management

Having a solid training program will provide benefits every time your employees work a shift. The best training programs begin by hiring the best employees. This can be the difference between immediate success and possible failure.

Here are the first steps to take to put the right people in the right places.

1. Determining Staffing Needs

Every establishment is different but the theories behind determining staffing levels are similar all around.

Think about the flow of your business and every step a customer will take on their way to an excellent experience, from the moment they walk through the door to the moment they leave. To ensure service, you’ll need employees who’ll engage the customer at each step, and then you’ll need a support staff. The support staff are employees who the customer may not deal with directly, but still affect the final customer experience. Examples of support staff are barbacks, busboys, prep cooks, and housekeepers.

Based on the size of your establishment and the level of service you plan on providing you’ll want to have at least two (if not more) of each position during your peak hours.

Of course, you’ll want to employ more than two people for each position to account for day and night shifts, for days off, for extra coverage when needed, and as backups in case of emergencies.

2. How To Hire

Now that you’ve determined your staffing needs, it’s time to put the word out.

There are many ways to let potential employees know you’re hiring. The best way is to post your open positions to a job site specific to the hospitality industry, preferably one that partners with the big job search engines as well as with local sites and with trade associations. This ensures you’ll connect with the most enthusiastic and professional candidates.

The best way is to post your open positions to a job site specific to the hospitality industry.

Of course, there are always the traditional ways such as word of mouth, employee referrals, and the trusty old “Help Wanted” sign.

It’s a good idea to tell any and all applicants you’re always accepting applications, even when you think you may be fully staffed. By doing so you’ll always have possible employees in the pipeline ready to begin training at a moment’s notice. Don’t wait until an employee resigns or until you involuntarily lose an employee before hiring their replacement. This gives you peace of mind knowing all possibilities are covered.

3. Who To Hire

If you’re always accepting applications and interviewing potential employees, you’ll find the person you spend valuable training dollars on will be of a higher quality.

Unfortunately, it’s common in the industry to hire out of necessity. This can affect customer service and employee morale in the long run. Try to avoid backing yourself into this corner at all costs.

Before you begin interviewing potential employees, take the time to list the personality traits and skills you’d like your perfect employee to have.

Each position requires a certain type of person. Before you begin interviewing potential employees, take the time to list the personality traits and skills you’d like your perfect employee to have.

After you form a profile of your superstar employee(s), you’ll want to tailor your interview questions accordingly. Always remember to ask open-ended questions to keep the candidate talking as much as possible. This allows you to get an idea of how they’ll deal with service as well as how they’ll fit into the team. Of course, you’ll want to include a few skill questions to make sure they can meet your skill level requirements, too.

Here are a few other quick hiring hacks to keep in mind:

  • Don’t be afraid to be creative or out of the box with your questions. You want to force the candidate to think quickly, as they’ll be doing this continuously during shifts.
  • During the interview, don’t just show your amiable side. Remember, it’s their goal to impress you, not the other way around.
  • Also, keep in mind there may be some strict guidelines you’re required to follow when interviewing. Rules and regulations vary from state to state. Click here for more information on the regulations where you’re located.
  • Last, schedule a follow-up interview for a day or two later so you can think about things first. Avoid hiring a candidate “on the spot” if at all possible.

One of the best quotes we’ve heard from a small business owner when asked about their hiring practices was, “Every horse runs a good first lap.”

“Every horse runs a good first lap.”

He meant everyone puts their best foot forward during interviews so take the time to think about how the candidate will fit into the big picture. It’s tough to build a cohesive and successful team when new hires let you down or move on within a few weeks. If you find this happens frequently, you may want to revisit your hiring process.

Finding a good hire is the first step in a successful training program and should not be taken lightly. It’s rare that an employer finds the perfect employee who’s always on time, enthusiastic, and able to handle anything thrown their way…all while providing the best service possible.

Protect your business by establishing and following great hiring practices. That’s the best way to start training off of the right foot.

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How Growing Restaurants Provide Increased Job Opportunities

How Growing Restaurants Provide Increased Job Opportunities

by | Jan 6, 2017 | Career

When a restaurant is first starting out, it runs on a relatively tight budget. That means that there’s not room for a number of opportunities that come along later in the game. As restaurants grow, however, the number of positions available grows along with them. These job opportunities provide openings for savvy workers to leave their current positions and find new ways to influence the company, making more money for themselves and helping to advance the restaurant at the same time.

Human Resources

A human resources department is an obvious choice for a big business, but it’s not necessarily one that you find in a small restaurant. As a restaurant grows, however, that human resources department serves several basic functions.

  • HR takes over the hiring process, selecting new employees that they believe will be a good fit for the growing restaurant.
  • HR is responsible for creating orientation programs that will make it easy for new members of staff to learn their responsibilities and become productive members of the team.
  • HR ensures that the restaurant is in compliance with rules and regulations across the industry, from the hours employees under the age of eighteen can work to the pumping rights of nursing mothers.
  • HR provides training for managers who may have to deal with sensitive issues.

Marketing

A new restaurant often does its marketing based on word of mouth, an ad in the local newspaper, and a few simple ads. As the restaurant expands, however, marketing takes on a whole new level. The marketing team is responsible for:

  • Creating and managing ad campaigns across a variety of channels.
  • Managing a social media presence for the restaurant.
  • Keeping the restaurant high in local search engine rankings.
  • Deciding what marketing opportunities are appropriate for the restaurant and which ones can be passed up.
  • Taking care of local sponsorship of teams, organizations, and charities that are important to individuals in the area.

Accounting

The bigger a restaurant grows, the more involved the finances become. What could be handled by the owner at the end of the night now requires help from a professional. That means someone who is able to:

  • Record sales and receipts at the end of each day.
  • Keeping up with profit and loss statements.
  • Understanding the weekly cost of food and labor.
  • Counting and computing inventory and controlling ordering practices in order to maximize profit without running out of critical items.

Accounting professionals help keep up with all the essential details of running the restaurant. It’s not just about keeping tallies of critical inventory and expenses; it’s also about managing resources effectively in order to get the results the restaurant needs to continue growing.

Payroll

Growing restaurants automatically have growing staff–and that means more employees to manage. Payroll helps cut down on the stress experienced by managers and other members of the team as they:

  • File time sheets and track the hours each member of staff has put in at the restaurant, from servers and hosts to chefs and managers.
  • Ensure that tax is being withheld accurately for every member of staff.
  • Take steps to ensure that every member of the staff is paid on time.

If you’re hoping to make a move within your current restaurant job as these positions begin to open up, having experience with the area you’re hoping to move to is helpful. Having experience in your restaurant, however, can be a serious bonus that will help you attain your employment goals. You already know how the restaurant works: its employees, its patterns, its habits. When you’re able to work with your existing managers or owners in order to fill a new position, you’ll find that your job opportunities soar. And, if you do want to move to a new establishment, check out the great jobs now live on Sirvo!

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12 Months of Motivation: What Motivates You?

12 Months of Motivation: What Motivates You?

by | Jan 3, 2017 | Business Toolkit, Career

With the new year upon us, it’s the perfect time to start thinking about what we want to accomplish in the next 12 months. And, that’s exactly why we’re kicking off our new project – 12 Months of Motivation. Each month, we’ll deliver a quote and a few key takeaways meant to inspire you and/or your staff to put your best foot forward, professionally speaking. Print it out, post it up and get the conversation started, whether it’s in your pre-shift meetings, break time or otherwise!

To kick off January’s theme of ‘What Motivates You’, we chose a quote from one of our very own that perfectly sums up what working in hospitality is all about. Dave Query, besides mentoring the Sirvo team, is a hard-hitting industry veteran who has most definitely “made it” in the culinary world. As an industry leader who knows his sh*t, Dave has a singular message about the driving force behind BigRedF, his widely successful restaurant group.

We’re not fueled by glam-celebs and building palaces to dine in but by hard-working and incredibly talented chefs, kitchen, floor, and bar crews putting it together nightly and making an undeniable statement. – Dave Query

This isn’t for show. If you know Dave, you know that the people – both customers and employees, alike – are at the root of his passion. And his passion is at the root of his success.

So, help your employees find their own success in the workplace by using this quote as a starting point to talk about their passions, motivations and work life in general.

Food for thought:

  • What motivates you at work? Is it money, the guest experience, career advancement? There’s no wrong answer here – the point is to be honest and use the answer to your advantage.
  • Why are you working where you are now? This shouldn’t be a hard question to answer and the reasons are the building blocks to your success.
  • What goals do you have for yourself at work? Is it learning new skills or selling a certain amount? How do these translate to the “undeniable statement” you’re helping to create?

Download PNG here | Download PDF here

Now it’s time to…print it out, post it up and get the conversation started, whether it’s in your pre-shift meetings, break time or otherwise! Snap a pic and tag Sirvo (@gosirvo) or use hashtag #Sirvo12 to get your team featured on Instagram!

Or do you have a quote that you use to motivate your team? Send it to us on social media @gosirvo or via email to [email protected] and we might just use it next month and write about your restaurant or establishment!

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