RESTAURANT PERSONNEL-EVALUATION AND BEHAVIOUR
One of the basic factors that determine the image of a restaurant is the personnel working in it.
The level of customer service by the waiter or the bar- tender, as well as the quality of the food created by the cook and his/her assistants, complement or detract prominence. These factors help upgrade or downgrade the image of a restaurant.
However, many employers have yet to realize the importance of proper conduct towards their employees. They take for granted that since the employees are being paid they are obliged to offer the best they can.
They also believe that ordering their employees is more effective than supporting them or value, recognize their efforts or give them incentives. Consequently, the employees do not work as effectively as they should. They do not take initiative which will help enhance the image of the business.
Employers use the fear of dismissal or wage reduction forgetting that their product, whether this is food or drink, is actually “sold” by the waiter who will act as a salesman as well and generate more sales, or he/she will be indifferent and simply carry dishes from the kitchen to the customer’s table. Similarly, the rest of the personnel when sometimes called upon to intervene in resolving customer complaints, make suggestions or give advice, receive the same treatment by their employers. However it is common knowledge that in this kind of business an honest, friendly smile and decent human contact are crucial factors to success.
Which are the most suitable motives to increase productivity?
It definitely isn’t just money. Working conditions, recognizing efforts, reasonable demands and friendly behavior also play a major role in working effectively.
First and foremost, there needs to be a thorough and unequivocal briefing by the employer to his/her employees on their job expectations. Also, all rewards and gain they will receive, if they achieve the goals they have been set with, should be discussed. After having talked about all this, there should be ongoing personal contact and pure interest on everyone’s behalf. In case a problem occurs, management should be able to explain what it was caused by. If for example an employee acts poorly on some occasion, management should be able to explain why, and if that was caused by a personal problem, work towards resolving it.
Employers should learn how to thank their effective employees instead of searching how to find mistakes they might make. If so, they will be able to rest assure that this effort will be repeated. They should inspire their employees and grant them the notion that they are members of a team. There, anyone has a right to intervene in resolving any kind of issue that might occur for everyone’s best interest and a mutual benefit. Consequently, the employees’ self-esteem will rise and the company will benefit in terms of better service and proper resolution of mishaps. Of course a major part in this procedure will be played by permanent employees who will help owners upgrade the final image of the restaurant to their clientele.