Hiring is important, but you also need to provide an environment and culture that encourages your employees to perform at their best. To make employee management child's play, there are a few techniques. Whether you have a business in one place or fifty, you can't build a great company without building a great team. It's an essential need for well-being: your employees are the face of your company, and they adapt to your experience, the one you've pugnaciously forged for yourself. 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 because you don't set the right expectations. When you set expectations, you provide guidelines that serve to convey your culture as well. A corporate culture, to put it in management terms. Your restaurant, or bar, shares common values. If you want average performance, provide a generic list of what they need to do and what their responsibilities are. 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 objective, about their role, or even about 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 on target.
Determine your corporate culture.
You're not a big corporate office, so don't force yourself to act like one. Define a corporate culture that reflects you and your image.
Communicate regularly with your team.
When you see something you love, tell your employees immediately. "I really liked the energy when you greeted those customers; they told me they'd be back" Boost them in a way that lets them know exactly what to do next. Start by talking to your employees regularly. Invite them to share with you what they see as positives, as well as their frustrations. Finally, make sure they know it's a two-way street.
The best rewards cost nothing.
Having a merit-based compensation bonus system is essential for improving performance. It reinforces a culture of achievement and improvement. But the motivational benefits of a raise quickly disappear. Ask yourself: What are you doing today to make your team eager to come back to work tomorrow? Don't overlook the impact of recognition and thanks. An appreciative environment fosters trust, and the results of your team's efforts can be felt in the way customers are greeted and treated. A written note or thank-you letter during a staff meeting can have even more impact than a gift card. (But small, one-off gifts can also work wonders).
Corrective measures need not be negative.
Occasionally, you'll deliver less positive feedback. Remember that your aim is to promote the positive: you're trying to help someone improve your service and their skills. Be firm, but always expect better results. We hope these secrets will help you build and maintain a dream team.
