How to manage restaurant staff to achieve sales goals!
The key to running a restaurant, besides having a menu that meets the target group, is Having a good restaurant concept is another very important thing, and is often a big problem for restaurant owners. That is"employee"Which is one of the main components of a service business like a restaurant that cannot be missed.
I believe that many people who run restaurants have experienced problems with their employees, more or less, whether it be being late, absent, coming to work drunk, asking for advance payment, dressing inappropriately, speaking inappropriately to customers, cooking food that is not according to the recipe, not smiling, arguing, etc., all of which have a detrimental effect on the business and reflect the inefficiency of the restaurant's management of its employees that is not good enough.The result is that the opportunity for business growth is difficult because the more you grow and the more branches you have, the more problems you will have with employees.
Therefore, setting up a team management system is one of the top priorities that restaurant operators must give importance to. In this article, we have a guideline on how to set up a staff management system so that they can fully utilize their potential in their work, creating different results for the organization.What do entrepreneurs need to do? Let's follow up.
1. Set store rules
When a large group of people live together, rules and regulations are important to help reduce problems and create a framework for living together happily. Important rules and regulations that should be in place include:
– The benefits the shop provides and how to receive them – Working hours, breaks, and salary payments – Penalties when employees commit mistakes – The order of punishment of the shop – Various leave rights with leave details – Conditions for proper resignation
Which is a regulation that is stipulated under the labor law.
2. Duties and characteristics of work in each position (Job Description)
This will tell you what kind of people are needed for different positions in the store, what kind of education and age range. It also tells you what the people who will be working in those positions must be able to do to help us have information to screen when recruiting employees for those positions that meet our needs.
3. Salary level, a universal problem for shops that do not have this.
For example, a later person who is not very good at anything, but gets a higher salary than the previous person who has been there for 2 years. When employees discuss salaries and know each other's salaries, feeling inferior will follow, and the previous person who was there before but got a lower salary will start to reduce their efficiency and eventually resign.
Therefore, it should be clearly stated that:What is the minimum and maximum salary for each position? What are the conditions for the salary ranges for each position? What are the reasons?
4. Standard Operating Procedure (SOP)
If we want our employees to work according to the restaurant's standards, the things we need to have before opening a restaurant are:Standard Operating Procedure (SOP)Because this will help employees know how the store wants its employees to perform in each position.
5. Training
If we have a standard work manual but have never taught it to the employees, it is not very useful. Therefore, we must train every employee regularly. For the training, the instructor must use the principles of teaching.4 Step TrainingWhich consists of
Prepare: Prepare teaching content, location, equipment, date, time, and number of staff to teach.
Present: On the day of teaching, the instructor must explain the importance of what will be taught to the employees, along with demonstrating it slowly.
Tryout: Let employees try out what they have learned while the instructor monitors and provides guidance during the process.
Follow up: After completing the teaching, we must continuously follow up on the employees’ performance for at least 7 days to see if the employees have followed what we have taught.
6. Compliments/encouragement
It is something that the owner does not have to spend anything on, but it is something that the employees want besides money, which is:A compliment that comes from the owner's heart when he does well, or encouragement to give to employees when they are tired from work or have problems from home. Because the workplace is like a second home for employees. They spend more time with us than at home. So don't neglect these little things.
One attitude that has a great impact on employee management effectiveness isHow to value your employeesIf we view them as just employees, we will only get employees who do their job day by day. But if we view them as valuable assets of the organization and invest in their management, this type of asset will yield work efficiency that creates added value for the organization in a worthwhile way.
