We all know they wouldn’t show up for work each day if you weren’t paying them, but is money the most effective way to get the most out of your employees?

In a piece for Inc. magazine, Ciplex founder Ilya Pozen says not necessarily. Pozen details a handful of free carrots that could help you push your staff to be its best.

Here are a few of his ideas:

Don’t criticize or correct: Choosing different ways to handle a mistake – asking the employee to come up with better solutions on their own, should the issue arise again – can be superior to a strictly negative approach.

Praise: The benefits of positive reinforcement are probably pretty clear to you at this point, but it’s important enough to mention. Pozen mentions looking for opportunities to praise employees in front of their co-workers.

Help them take credit for your ideas: In cases where you already know the path you want to take, it’s not a bad idea to ask for input in a way that helps them take ownership.

Party! Pozin says “doing things as a group can go a long way.” And be sure to recognize events – marriage, birthday, new babies – outside of the major holidays.

Share the good and the bad: Make sure you’re keeping your team in the loop both about significant accomplishments and setbacks. Make sure they feel you are being open about the organization’s progress.

(Inc.)

We found an article on the CBS News website that could potentially be very useful the next time you are filling positions.

After interviews with a number of job placement and human resources professionals, CBS settles on a half dozen questions that will help in the process of selecting the best possible candidate. Here is what they came up with:

1. What’s important for you in a job? Since we know the candidate wants to work there, CBS points out the interview is a chance to assess the fit from both sides. If something about how you operate doesn’t gel with their goals this is the time to find out.

2. How do you handle working with a difficult colleague? Mention tough but typical situations that will come up at your bar and assess how they’d approach the problem.

3. How will you add value down the road? The candidate should have done some research on who you are and therefore have at least an educated guess for what you will need from the position going forward.

4. Tell me about your last great idea. This is especially useful when you’re looking at management. Can they problem-solve on the fly without coming to a superior every time?

5. Where will you turn if put in a compromising position? A staffing expert told CBS that “In asking this question, I’m looking to see that the candidate can address these kinds of dilemmas and find the appropriate support and guidance to solve them.”

6. Tell me about your last mistake. Analyze the answer in terms of what usually trips them up. Is it deadlines? Is it stress? In other words, is it something you expect will come up regularly in this position?

Your good judgement and your gut are always going to be the biggest factors in this process. Questions like these should help provide a framework for you to learn as much as you can in a relatively short period of time.

(CBS News)

]]> http://www.thebarblogger.com/questions-you-have-to-ask-during-interviews/feed/ 0 http://www.thebarblogger.com/the-advantages-of-opening-a-restaurant-in-bad-economy/ http://www.thebarblogger.com/the-advantages-of-opening-a-restaurant-in-bad-economy/#comments Mon, 28 Nov 2011 19:48:15 +0000 ianmara http://www.thebarblogger.com/?p=2673

Opening a restaurant or bar is a risky endeavor even under the most ideal of circumstances. So when the economy is in a downturn it would seem like the worst possible time to take the plunge into the uncertain world small business.

Not so fast, says Tony Marchese. In 2008 Marchese opened a restaurant called Trio in Palm Springs. In a recent article for iSante Magazine Marchese wrote that there are a number of factors associated with bad economies that can actually help the process.

Marchese pointed to:

-Bad economies tend to mean lower costs with respect to rent and vendors. Because of those savings you can sometimes open with lower prices.

-In a climate with higher unemployment there are often higher quality people looking for jobs, meaning the team that gets you off the ground will be stronger. Marchese actually looked for out-of-work people in other professions where he thought skills like listening would transfer well to serving and bartending.

He also touched on a few additional steps his ownership team took to try and give themselves the best chance at making it, including studying other businesses in the area and getting involved with charities in the community.

(iSante)

]]> http://www.thebarblogger.com/the-advantages-of-opening-a-restaurant-in-bad-economy/feed/ 6 http://www.thebarblogger.com/can-you-be-too-deliberate-in-making-new-hires/ http://www.thebarblogger.com/can-you-be-too-deliberate-in-making-new-hires/#comments Fri, 11 Nov 2011 20:14:16 +0000 ianmara http://www.thebarblogger.com/?p=2616

It would seem basic common sense that you should take as long as needed to consider whether or not to add an new employee to your staff. But an article in Inc. Magazine this month argues that that “overthinking” a hire can be a mistake.

The article references a CEO who took a significant amount of time – five months – to fill a key position, only to fire that person three weeks later. Inc points out:

No matter how many times you interview candidates, there’s no way to accurately predict how well they will perform. Entrepreneurs who drag out the hiring process put off the ultimate test of a candidate: time on the job. Plus, as the months pass and pressure mounts to fill critical positions, entrepreneurs sometimes find themselves making the same hasty decisions they sought to avoid in the first place.

The article suggests setting a specific plan for the process and making sure to avoid redundancy with evaluation. It also says to keep the number of people with the hiring to a minimum and to trust your instincts.

(Inc. Magazine)

Here is an interesting read from the Huffington Post’s food department. The article offers up what it considers to be some of the most contentious industry policies and examines each side of the debate.

The subjects tackled are listed below:

-No Kids

-No Substitutions

-Auto-Gratuity for Large Groups

-No Reservations

-Credit Card Required to Make Reservations

-No Cell Phones/Cameras

-Dining Time Limits

-Dress Codes

-No Standing at the Bar

-Cash Only

Do you have a strong opinion that one or more of these are particular good (or bad) for business? Let us know in the comment section below.

(Huffington Post)

There may be no better example for the remarkable reputation of the late Steve Jobs than the iPad. The tablet seemingly went from “Why do we need that?” to “I can’t live without it” in a matter of minutes. It further cemented the feeling in some circles that Apple and Jobs knew what the consumer needed before they did.

One of many fields that has been trying to take advantage of the iPad is the hospitality industry. The iPad’s size, portability and computing power makes it a potential fits in several areas. There are companies specializing in developing the device for point of sale and industry writers have detailed how the tablet can impact their meal.

Here are a few examples of how the device is making its way into our restaurants and bars:

-The Illinois steakhouse Chicago Cut has been using the iPad as what can only be described as a wine list on steroids.

Instead of leafing through a Spartan book containing little more than grape types and prices, Chicago Cut’s iPad list allows customers to virtually view entire bottles, watch videos from the winemakers and see pictures of the vineyards.

-Another American steakhouse, Lark Creek Steak in San Francisco, is taking advantage of the iPad for both wine list and menu. Lark Creek was one of the first restaurants in the city to experiment with putting a complete menu on an iPad.

Not only do customers take advantage of pairing information like that available in places like Chicago Cut, but they can also see images of different food items.

-Earlier this year Stacked Restaurants, a small California chain, announced it was replacing its menus (and some staff) with iPads. The plan was to have customers create their orders at the tables using the tablets, cutting down on cost for servers.

Stacked encases its iPads in frames that place the tablets several inches above the floor. Customers pick toppings for hamburgers, pizzas and salads and see a preview of their order displayed visually in front of them. Customers will also be able to pay for their meals with the iPads.

A few points to add: Several of the establishments reported an increase in sales when they began using the devices, though some of that could be due to specials connected to “the new toy.”

As for the obvious concerns about investing money into something that would seem to be a theft risk, the owner of Stacked said after several months that he had not had a single device broken or stolen. In most cases the tablets are connected to sensors which are triggered when they leave the building.

The iPad’s role within the industry is still in its infancy, but it has enough potential that owners and general managers need to keep an eye on in it over the upcoming months and years.

The magazine Entrepreneur published a nice post yesterday with ways to help get new employees started in right direction. The basic gist is that it is critical to create a detailed structure for what you expect of them as soon as they are on the payroll.

The post lays out the rationale behind what it refers to as “development plans,” and provides a list of easy-to-use measurables that help with that process:

-Focus on the employee’s growth

-Help the employee improve aspects of their performance and behavior

-Provide specific assignment for them to manage or participate in

Entrepreneur goes on to detail what goes into a good objective and talks about time frams for evaluation and review. It’s definitely worth a look.

(Entrepreneur)

]]> http://www.thebarblogger.com/starting-hires-on-the-right-track/feed/ 0 http://www.thebarblogger.com/the-battle-over-paid-sick-days/ http://www.thebarblogger.com/the-battle-over-paid-sick-days/#comments Wed, 26 Oct 2011 18:51:06 +0000 ianmara http://www.thebarblogger.com/?p=2497

An interesting vote is taking place Nov. 1 in Denver that some believe could have far-reaching implications on the way the restaurant industry does business.

A ballot issue titled ‘Initiative 300′ would allow employees of the city one hour of paid sick leave for every 30 hours worked. Supporters argue there are public health issues involved, making the case that not getting paid sick time encourages people to go to work when they are ill.

On the other side is the National Restaurant Association, along with a number of national food chains like KFC and Pizza Hut. They are saying the initiative would create headaches for small businesses and add to government spending by creating more bureaucracy.

There is sense that if Denver passes the initiative, the national momentum for the change could grow and we could see laws like this one popping up around the country.

The vote takes palace next week. Stay tuned . . .

(Huffington Post)

With summer in the rear view mirror, it’s time to turn your promotional attention to the fall season. There are no times of the year without season-specific opportunities and autumn is no different.

Here are a few ideas to consider as you schedule your bar’s calendar of events for the upcoming weeks and months:

Halloween Haunted House The “biggie” of the fall season, Halloween’s costume and decoration components seem almost  perfectly suited for bar culture. Decorating your entire building helps set create a festive environment.

Suggestions: If allowed by local law, try and sell discounted multi-drink tickets. This will help lock people in for the evening. Make sure to go all-out — UV lighting, spider webs, low lighting, special cocktails. Decorate the exterior at least a week in advance to remind passers-by that something is happening at your bar.

American Beer Day (Oct. 27) Do we even have to tell you why this is a good one? Though ABD isn’t exactly the most widely-known of holidays, it’s an easy one for those of you with liquor licenses to take advantage of.

Suggestions: Use this opportunities to highlight lesser-known beers or options made by micro breweries. Make sure and allow guests to sample what you have on tap so they’re comfortable with ordering something new. Play up the patriotism component of the holiday’s name — grill some meat, fly flags and set off a few fireworks.

Daylight Savings (Nov. 6) “Falling back” each year means less daylight and more sleep. For your bar it also means an extra hour of service that night and a great chance for promotion.

Suggestions: Come up with a signature drink, perhaps tying it somehow to 60 minutes or an hour. You could have specials or activities of some kind during that extra hour.

Thanksgiving (Nov. 24) Though the Thanksgiving holiday is closely tied to family gatherings, the four-day weekend means visitors from out of town have several chances to head out for a night of celebration. If you’re open Thanksgiving Day itself you may get some business from those without visiting family, but the evenings surrounding the holiday should be ripe for big business.

Suggestions: See if local businesses are interested in thanking (see what we did there?) their employees and might want to host a party at your bar. Stock up on cider and pumpkin pie. This is a good chance to give back to the community by donating turkeys to the needy. Bars outside of the U.S. can use this is as a way to reach out to American expats in the community.

The second post in our series poling the opinion of hospitality industry professionals (read the first post HERE) is again related to how management handles its staff. Last month we posed the following question to our friends on Facebook:

“Should staff be allowed to have a few drinks after work in the bar?”

The response was just about unanimously in the affirmative, with a few even adding they favor a free round (or two) for staff following a difficult shift. Most of the respondents felt keeping staff at the bar following a shift was an effective means to build staff morale.

“It is perfectly fine to allow staff to enjoy a cocktail after shift,” Christian L. Bee Sr. wrote. “Drink eat and be happy!” Shawn Kowerko-speicher agreed, adding “I think a few is no harm. You need the wind down.”

As mentioned, team bonding was offered as one of the reasons post-shift drinks can be a good idea. “My staff deserves (to) wind down after each shift,” wrote Sam Richard Last. “Have a laugh at situations during the night.” Brigid McCabe concurred: “It heightens morale . . . and takes the edge off.”

Dylan Kelly went one step further, saying that bars should give their staff the first one for free: “You should give one round on the house,” he wrote. “And after that a small staff discount for the rest. The company makes a bit of money and staff can relax as long as they don’t get hammered.”

A point made by Jon Russ was that it is less likely your staff will promote the business if they don’t enjoy spending time there when off the clock. “You can’t expect them to sell your bar to friends and acquaintances if you don’t allow them to use the facilities socially,” he wrote. “As long as they are out of uniform, they are customers the same as anyone else.”

Another benefit several commenters mentioned was to make use of this time as a means to get ideas for the bar in an informal setting. “I get some of my insight and ideas from staff when we stay for a couple drinks post shift,” Russ wrote. “My coworkers are my best customers, and my most honest critics when trying new things,” offered Brad Smith. “It’s good for business and morale to have employees out of uniform in your bar.”

A few thought it should only happen after the bar has closed and at least one brought up the issue of drinking and driving. As a counter to that point Alex McDowell pointed out that: “Your staff are adults. If a problem arises where they don’t act adult, you may want to reconsider their status as ‘your staff.’”

Andrew Lynch mentioned that hard-working people are still hard-working people, regardless of when they end their business day: “Other people finish work at 5 and go for a beer (what is) wrong with having one at 3 o’clock when we finish?”

In summary, the industry seems generally to support the notion of allowing staff to have drinks in their place of business. Rewarding a job well done and taking advantage of a chance to bend the ear of employees seem to be logical reasons for such a policy. Like most things, however, one of the goals should be moderation. Keeping your staff from getting “out of control” will help them be safe and guard you against liability.

As always, please feel free to add thoughts or stories below.