I know one of your biggest challenges is staffing. I’m hearing it from everyone – it’s really hard to find good staff right now. So this week I’m going to teach you three steps to get the most out of your employees in 2019.
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December’s focus is going to be on 2019 because it’s just around the corner! This week I’m going to teach you three steps to get the most out of your employees in 2019. I know one of your biggest challenges is your staff. I’m hearing it from everyone – it’s really hard to find staff right now.
They’re not all fantastic and it feels like we are kind of getting leftovers. Not to mention dealing with the fact that there are Millennials, Gen Z’ers, or whatever, and they’re just difficult to manage. This generation doesn’t want to do anything or doesn’t want to show up. They interview great but they don’t stick around.
Tips to get the most out of your employees in 2019:
1. Focus on being strict but not mean. You’re probably asking what’s the difference? Mean is being negative, loud, angry, making fun of people and making them feel bad. Strict means it’s black or white – they either did something or they didn’t, you’re either late or you’re not. If your strict and someone doesn’t do something, don’t feel like you have to tiptoe around them because you’re afraid they’re going to walk out on you. But, if you are mean to them they will walk out on you.
If you’re strict they’ll respect you. All great coaches are strict. They raise the bar for their athletes, musicians, or whoever they’re coaching. They raise the bar so they do things that they didn’t even believe they were capable of doing so.
Here is an example of what I mean by being strict. “Hey I noticed you didn’t fill out the checklist earlier today. Can I help you by going through the list? Either way I’m going to need you to fill that out right now before you do anything else.” Then you simply walk away.
Here is an example of being mean: “Why didn’t you fill out the checklist!! You never fill out the checklist on time! I need you to do these checklist otherwise you’re going to get in trouble!”
When you are strict, it’s just black and white. “Hey I noticed you were late, that’s against our company policy. I’m going to need to write you up.” Or another example, “I noticed you were late and that’s against company policy. We need to make sure this isn’t going to happen again.” Then just walk away, that’s it.
I want you to focus on being strict. That way your employees knows your standards, know what you expect, and you’re holding people accountable. And your not being mean; you are being strict.
2. Focus on THEIR GOALS, not yours. Let’s just be real here – your employees don’t care about your goals. Sure there’s some rare exceptions to the rule, but in reality they don’t care about you. They also know that you don’t really care that much about them either. You think you do or they think you do. But here’s the catch, you have to be more genuine in caring about your employees’ goals and caring about helping them reach their goals. If you help them become better employees and better people, or if you help them reach their goals, they’re going to help you reach yours.
When you’re talking to, coaching, or reprimanding employees you have to get away from your goals. You can’t tell them that they have to do things because that’s going to make for a more profitable restaurant – they don’t care. Find out what your employees’ goals are and coach them to help them reach their goals. I promise they’re going to want to give more to you.
There are two ways to have a full bucket of water: you can either fill other people’s bucket so then they have time to fill yours or you can fill yours and they can fill theirs. My suggestion is that if you take your time filling your employees’ buckets they will come back and fill yours. It works I promise! You may not think it does and you may be delayed in your results, but please try to focus a little more on their goals than yours. Make it known that you genuinely care about their goals and they will respond.
3. The third step is going to be something I’ve said over and over again. Manage systems and develop people. Your success with employees and in the restaurant business is going to be based on your ability to create, manage, and master systems then work on developing your employees. If you’re still trying to manage employees – you’re way behind times.
Employees don’t like to be managed, nobody does actually. On the other hand, systems are black and white – something is either done or it’s not done. This goes back to being strict. If we have a system in place, your employees either did something or they didn’t. It has nothing to do with them being a good or bad employee, a good person or a bad person, your favorite or not your favorite. And if they didn’t do what you wanted, tell them and help them to make sure that they can do it the next time. That’s where the developing of employee comes into play.
Good luck in 2019! If there’s anything I can do to help you out please let me know. Next week we’re going to talk more about what you can do to get the most out of your restaurant in 2019. Have a great day!
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