Hiring is important, but you need to create an environment and culture that encourages your employees to be their best. There are a few tricks to making employee management a breeze. Whether you have one location or fifty, you can't build a great company without building a great team. It's an essential part of well-being: your employees are the face of your company, and they adapt to your experience, the one you've built with determination. And above all, they have the incredible power to determine whether a customer returns.
Clear expectations are more important than hiring.
Why do "star" hires become average team members? Often, it's because you don't set the right expectations. When you set expectations, you provide guidelines that also convey your culture. A company culture, to use a management term. Your restaurant or bar shares common values. If you want average performance, provide a generic list of what they need to do and their responsibilities. If you want perfect performance, provide a clear indication of what success looks like, what you want. This view of success could be a specific goal, related to their role, or even a modeled behavior. Make sure expectations are clear, measurable, and achievable, and above all, tied to the success of your business. Instead of saying, "Don't be late," try, "We know our customers are in a hurry, and we care about serving them quickly, so we expect you to be on time and at your station during your scheduled work hours."
Define your company culture.
You're not a big corporate office, so don't force yourself to act like one. Define a company culture that suits you and reflects your image.
Have regular communication with your team.
When you see something you like, tell your employees immediately. "I really liked the energy when you greeted those customers; they told me they were coming back." Encourage them to adopt behavior that lets them know exactly what to do next. Start by talking to your employees regularly. Invite them to share what they see as positives, as well as their frustrations. Finally, make sure they know it's a two-way street.
The best rewards don't cost anything.
Having a merit-based bonus system is essential for improving performance. It reinforces a culture of success and improvement. But the motivational benefits of a raise disappear quickly. Ask yourself: What are you doing today to make your team look forward to coming back to work tomorrow? Don't overlook the impact of recognition and thanks. An environment of appreciation boosts confidence, and your team's results are reflected in the welcome given to customers who are treated with satisfaction. A written note or thank-you letter during a staff meeting can have even more impact than a gift card. (But small, occasional gifts can also do wonders.)
Corrective measures don't have to be negative.
There will be times when you have to give less positive feedback. Remember that your goal is to encourage the positive: you're trying to help someone improve their service and skills. Be firm but always expect better results. We hope these secrets will help you build and maintain a dream team.
