By now, you likely realize that being a boss goes beyond just being the owner of the restaurant. You’d need to boost your employees’ job satisfaction and productivity by managing them well.
You should be able to create an atmosphere where employees feel less like someone is looking over their shoulders and feel free to explore their creativity. Don’t micromanage your employee. Don’t be overly controlling. Focus less on details and things that are going wrong. Focus more on things that are going well. Encourage your employees to explore things that are working and try to improve on them. Your industry is one that always needs new game-changing ideas, and your employees have them. If they’ve worked in your restaurant for long, they sometimes even understand the customer needs better than you.
According to a study by Badgeville, 70 percent of workers become more motivated when they are recognized for doing something. Monetary rewards like tips from diners don’t motivate your employee as much as a 5-minute chat telling the employee what you love about them. No call, no show, is fairly common in the restaurant business, but when you have one employee that informs you well in advance that they’ll be missing work, telling them how much you appreciate the gesture, and how it helps your business will go a long way.
Not many employers show their employees they value them, as seen in a study by TINYpulse, which revealed only 21 percent of employees feel like they are strongly valued at work. So go against the norm, and enjoy the rewards.
Many employers find it hard to consistently share visions and goals with employees, which causes a lot of back and forth. Sharing your goals and vision with your chefs and other employees and showing them where they fit in often helps them value their jobs more. They come to see that with every day they come to work, every drink they whip up at the bar, and every table they serve, they are contributing towards a clear goal.
Nothing makes employees feel more valued than you helping them grow. A bartender has dreams, your waiters have dreams, and your chefs have dreams. Your employees likely have a part of your business that interests them, and they could be ready to learn more about it. Help employees develop new skills, and they’ll become assets to your business. You’ll gain the loyalty of your employees when they see that you care about their futures.
Rather than cutting wages when one staff member doesn’t show up for work or dishing out disciplinary actions every time another person is late, try to understand what’s causing the issue, and try to solve the problem together.
This doesn’t mean you shouldn’t take these things seriously, but try to be more constructive. Be clear about your expectations, and tell your employees what things are working and what things aren’t working.
Be more empathetic, and they’ll find it easier to work up a solution together.
In the preceding technique, we pointed out that it’s not always best to fire someone who doesn’t perform well and that working with them on improving can help them become more productive. However, this isn’t always the case.
If a person who underperforms doesn’t improve, they can reduce your team’s productivity by 30 to 40 percent. So, don’t be too quick to let them go, yet don’t hold on to them for too long. The hospitality business is heavily based on customer service, so a bad egg in your restaurant can also reduce your patronage. Letting the employee go when they hurt your business is the best move; best for your business, best for them, and best for other employees.