I totally agree with you sir, I will go ahead a develop my team. I am a bakery owner, the competition for bread sales is too much , I decided to diversify into making breakfast meals like Burger and other bread snacks. It's really difficult finding that perfect pastry chef, so I have to train my staffs to work with my recipe. But sometimes they tend to steal these recipes and leave the company
All the information you present has been spot on in my opinion. I’ve recently accepted and am now training as a kitchen manager, and see the absolute value in your systems and people approach. Any thoughts on sharing a portion of your bonus with your staff? I’ve been in so many restaurants where the shift of the managers become bonus driven and they stop listening and caring fir their staff because they’ve just become an end to a personal gain. Everyone tells me “ no, no , no you keep your bonus, you’re crazy!” But to be honest my kitchen team will care more about food waste and portioning if there is an incentive for them. The kitchen carries so much weight and I know as a (server, bartender and line cook) it’s a bit demoralizing working and caring as much for an establishment as a manager but never getting a paid holiday, vacation time or bonus. Plus if I share the bonus in my mind it’s a safety for me becoming a “me and my bonus” type manager. I negotiated a fair good salary and while I have more responsibility, my physical work load seems less in a way because of the freedom I am afforded. Any thoughts? Thanks again for the videos, I’ve just been running through them and feel so much more prepared going into this position. I have one more week of training and then I’m off to my kitchen.
Hi Amy, thanks for the comment. I see your point and definitely agree about how difficult it is sometimes working kitchen jobs. We are seeing some really big growth in how the BOH is compensated but it has not grown as much as it needs to. The FOH has always had a bigger incentive and ability to share in a restaurant's growth as their income goes up in the form of tips when the restaurant is busier. I would suggest you discuss this with your ownership group and see why there is a bonus program in place for FOH and not BOH. Unless your position as GM has a large influence on BOH operations, in which case, then your bonus is probably earned if there are improvements in their profitability. If you do share, just make sure it is being shared in a way that they are being rewarded for bonus work, not just for doing the expected job, that is what the wage is for.
I have been working as a waiter or a bartender for about 9 years on and off. Completely agree with this from the other side, meaning its very frustrating to work in a place without a good system, it usually rewards lazy workers, punishes good ones and it makes your days just dreadful, frustrating and just not fun at all.
Thank you for sharing your ideas, you mentioned systems, checklists, built sheets, etc. How can I prevent these documents from being stolen by my employees?
I'm not sure I understand why they might be stolen. If you're worried that someone is going to take them into another job or their own restaurant, I wouldn't waste any time fretting over that. We give away templates for all of these things but they're not going to work for everyone's restaurant. Your set up, needs, positions, etc are always going to be different. - Dawn, Team TRB
The link to yesterday April 5th Zoom Q&A wasn’t working, it just linked to bacon. I was really looking forward to ask my question directly before subscribing.
We spoke about this book sometime back I got back into your videos they're very informative I would like to have this book could I buy this book or have it sent to my home address thank you
I need a checklist of "what to do when team is not on the track ". I have checklists for tasks that team have to execute each day. But not well done to the standard we need it to be.
That's not a checklist issue, that's a training issue. The checklist is only meant to be a reminder system to make sure things get done. Yes, we want them to be checking to see if it's done AND that it's up to standard, but knowing what the standards are comes from training. Here's a video to get you started: ua-cam.com/video/ccfsznz9D8k/v-deo.html Dawn - Team TRB
1) You forgot to warn owners against promising things and then not delivering; you can ask Starbucks about that. Imagine your restaurant encircled with picketing employees, open to close for 30 days or so. 2) You talked about leverage and then the possibility that it only works 1 out of 10 times. That means you don't have enough leverage to fully enforce your system. Change your system before your employees get fed up with you bothering them and quit. Or your system could be actively counterproductive and your employees are trying to protect the business from your incompetence. Because if they obey a bad company policy and the business fails, the market punishes both you as the owner and them as employees.
🎯 Key points for quick navigation: 00:00 *🍽️ Managing a Restaurant: Developing Your Team* - Developing your team is crucial for effective restaurant management. - The video introduces the philosophy of managing systems and developing people. - Emphasizes the distinction between management (task-focused) and leadership (development-focused). 01:35 *📊 Reasons People Don't Follow Procedures* - Three common reasons why employees may not follow procedures: capability, knowledge, and perceived value. - Discusses how to address each reason effectively through training, coaching, and aligning personal goals with job responsibilities. 07:05 *🏆 Leveraging Goals for Employee Development* - Leadership involves leveraging employees' personal goals to improve performance. - Explains the concept of using leverage positively to motivate and achieve alignment between personal aspirations and job performance. Made with HARPA AI
How do you develop your restaurant’s team?
It's driving me crazy this topic! Let's discover you 😂🎉
TLC
Training Leading Coaching
I totally agree with you sir, I will go ahead a develop my team. I am a bakery owner, the competition for bread sales is too much , I decided to diversify into making breakfast meals like Burger and other bread snacks. It's really difficult finding that perfect pastry chef, so I have to train my staffs to work with my recipe. But sometimes they tend to steal these recipes and leave the company
Excellent and the best training video. thank you. I enjoyed listening and I love the energy the way your talk.
You are the best restaurant coach Ryan😍
Great content on the first principles of management. Thank you
Glad it was helpful!
Really helpful
Thanks a lot
Real talk...for 2022...I'm working with a client now with all these issues. I will check your website in a few.
Awesome! I hope the content helps!
All the information you present has been spot on in my opinion. I’ve recently accepted and am now training as a kitchen manager, and see the absolute value in your systems and people approach.
Any thoughts on sharing a portion of your bonus with your staff?
I’ve been in so many restaurants where the shift of the managers become bonus driven and they stop listening and caring fir their staff because they’ve just become an end to a personal gain.
Everyone tells me “ no, no , no you keep your bonus, you’re crazy!” But to be honest my kitchen team will care more about food waste and portioning if there is an incentive for them. The kitchen carries so much weight and I know as a (server, bartender and line cook) it’s a bit demoralizing working and caring as much for an establishment as a manager but never getting a paid holiday, vacation time or bonus.
Plus if I share the bonus in my mind it’s a safety for me becoming a “me and my bonus” type manager. I negotiated a fair good salary and while I have more responsibility, my physical work load seems less in a way because of the freedom I am afforded.
Any thoughts?
Thanks again for the videos, I’ve just been running through them and feel so much more prepared going into this position.
I have one more week of training and then I’m off to my kitchen.
Hi Amy, thanks for the comment. I see your point and definitely agree about how difficult it is sometimes working kitchen jobs. We are seeing some really big growth in how the BOH is compensated but it has not grown as much as it needs to. The FOH has always had a bigger incentive and ability to share in a restaurant's growth as their income goes up in the form of tips when the restaurant is busier. I would suggest you discuss this with your ownership group and see why there is a bonus program in place for FOH and not BOH. Unless your position as GM has a large influence on BOH operations, in which case, then your bonus is probably earned if there are improvements in their profitability. If you do share, just make sure it is being shared in a way that they are being rewarded for bonus work, not just for doing the expected job, that is what the wage is for.
I have been working as a waiter or a bartender for about 9 years on and off. Completely agree with this from the other side, meaning its very frustrating to work in a place without a good system, it usually rewards lazy workers, punishes good ones and it makes your days just dreadful, frustrating and just not fun at all.
Thank you that is very helpful
Many thanks for this information
Glad it was helpful!
-Dawn, Team TRB
Excellent info bro god bless you --
Wonder and practical experience 👌
How can i take the restaurant manager course
Thank you for sharing your ideas, you mentioned systems, checklists, built sheets, etc. How can I prevent these documents from being stolen by my employees?
I'm not sure I understand why they might be stolen. If you're worried that someone is going to take them into another job or their own restaurant, I wouldn't waste any time fretting over that. We give away templates for all of these things but they're not going to work for everyone's restaurant. Your set up, needs, positions, etc are always going to be different.
- Dawn, Team TRB
@@Therestaurantboss that’s my worst fear that I must overcome to make my business successful. When my employee quits, he knows all my recipes….
Thank you so much
Thanks boss for the effort you are providing to make it happen. I reallay want to grab a copy of make it happen, unfortunatly i am so far
We ship the books all over the world! And they're also available on Amazon as well as Audible :)
-Dawn, Team TRB
You are a great coach. I learned a lot from your video
Glad it was helpful!
I store be manager u help I did good thank U driving through trying lorn thining people
What a tough business to be in, good luck to all!
The link to yesterday April 5th Zoom Q&A wasn’t working, it just linked to bacon. I was really looking forward to ask my question directly before subscribing.
Shoot! We will host another one next week. Sign up via the link at the top of the BACON hope page.
We spoke about this book sometime back I got back into your videos they're very informative I would like to have this book could I buy this book or have it sent to my home address thank you
I would love work & learn with you're kindness person. Thanks
I need a checklist of "what to do when team is not on the track ".
I have checklists for tasks that team have to execute each day. But not well done to the standard we need it to be.
That's not a checklist issue, that's a training issue. The checklist is only meant to be a reminder system to make sure things get done. Yes, we want them to be checking to see if it's done AND that it's up to standard, but knowing what the standards are comes from training. Here's a video to get you started: ua-cam.com/video/ccfsznz9D8k/v-deo.html
Dawn - Team TRB
Build systems and reduce headcount
Cool 😊
Thank you.
Can I ask you for a zoom meeting
how can i get the make it happen book for free
Hop over here for your copy Farai!
www.therestaurantboss.com/books
- Dawn, Team TRB
Im from the philippines, how to buy ur book. Pls notice me
Hi there! You can request your free copy here:
www.therestaurantboss.com/books
-Dawn, Team TRB
1) You forgot to warn owners against promising things and then not delivering; you can ask Starbucks about that. Imagine your restaurant encircled with picketing employees, open to close for 30 days or so.
2) You talked about leverage and then the possibility that it only works 1 out of 10 times. That means you don't have enough leverage to fully enforce your system. Change your system before your employees get fed up with you bothering them and quit. Or your system could be actively counterproductive and your employees are trying to protect the business from your incompetence. Because if they obey a bad company policy and the business fails, the market punishes both you as the owner and them as employees.
Ryan I need a book please .
I’m not capable no cashiers
Do not know what doing
🎯 Key points for quick navigation:
00:00 *🍽️ Managing a Restaurant: Developing Your Team*
- Developing your team is crucial for effective restaurant management.
- The video introduces the philosophy of managing systems and developing people.
- Emphasizes the distinction between management (task-focused) and leadership (development-focused).
01:35 *📊 Reasons People Don't Follow Procedures*
- Three common reasons why employees may not follow procedures: capability, knowledge, and perceived value.
- Discusses how to address each reason effectively through training, coaching, and aligning personal goals with job responsibilities.
07:05 *🏆 Leveraging Goals for Employee Development*
- Leadership involves leveraging employees' personal goals to improve performance.
- Explains the concept of using leverage positively to motivate and achieve alignment between personal aspirations and job performance.
Made with HARPA AI
You word things pretty bad
How so?
- Dawn, Team TRB
@8:50 no one is going to pay a significant amount of "more money" when there is an abundance of even cheaper labor
I don't think you understood a single thing said in this video. Actually, I don't think you understood a single thing about management at all...
Food costing, menu specs, item costing, ect, is not rocket science…….
Great talk, thanks a lot
Happy to help!
-Dawn, Team TRB