Management

My addition to a long line of stupid manager stories. My sons girlfriend works at a fast food Italian restaurant (do I need to say which concept this is) She is a long time employee that means over 6 months in the industry. She has actually worked there for over 18 months. I will call KT, now KT you would think should be considered a valuable employee She is the number 1 employee. Well She is being treated like number 2 (shit). Have you ever had a manager let another employee change the schedule without contacting both employees. Well this dip shit allowed this exact scenario to happen and put KT into a closing shift. Now KT is a Senior in High School Runs Cross Country, Track and works to pay for her own expenses, clothes etc. The result was a closing shift, tons of homework and an upcoming race in 2 days. The guilty employee received no performance counseling and the stupid manager reply, oh uh sorry?

If you work for a spineless manager… quit.He she does not deserve the number 1 employees in the industry, find the employer of choice!!!!She is putting in her two weeks notice unfortunately not until after she finds another job.

Chain management realty:

• The reality for restaurant chains is they tell the managers to promote within,
• they tell the managers to reduce turnover,
• they tell managers this builds guest loyalty,
• they tell managers long term employees are good business,
• they help build repeat businesses.
• Makes sense doesn’t it? Is it true? yes it is.

So then why do the bean counters penalize the managers by reducing their bonus by having vacation pay and employee benefits reduce their bonus?

Good question Ask your managers how does your benefits affect there bonus. You will now know the companies true philosophy.

Do not be afraid to GTFO and better your self you are number 1 only work for people that agree..

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‘, ‘You Are Number 1 Dont Let Your Manager Treat You Like Number 2′

‘2008-06-12 21:55:16′, ‘All of us at some time or another had to begin interviewing new restaurant employees. Due to the typically high turnover in the hospitality industry you may or may not find yourself becoming proficient in the process. The down side of being a new restaurant manager in training is that many HR departments do not focus on this important aspect of the business. Below are seven areas to be very careful with to ensure you hit your one year employee anniversary as the new manager.

Safe Interviewing? (CYA Interviewing) Don’t ask questions about or make any references to: Age, religion, racial heritage (Yes there is a minimum age requirement to satisfy state and local Liquor license requirements and must be adhered to, ask if they are at least the requires age on the application if applying for those positions)

2. Languages spoken at home (if part of the job description, you can ask in what languages the candidate is fluent)

3. Family: spouse’’s employment, child care, marital status, where parents were born, where the candidate was born, if family lives locally, sexual orientation

4. Home ownership, car ownership (Do you have adequate transportation to be able to work the hours scheduled is appropriate)

5. Arrest record (you may ask if candidate has ever been convicted of a felony, not if they”ve ever been arrested) Keep it on the application follow-up with all candidates with a permission form to do a background and reference check.

6. Handicaps (Assume if they are looking for a Job in the hospitality industry…)

7 . Citizenship (yet if they are not a citizen you cannot hire them)

If the candidate volunteers information on any of the above “no-no’’s”, say something like “That isn”t information I need for this interview” and move on to safer territory. Do keep questions open-ended and job-related and ask all candidates the same basic questions.  For some cool interview questions to break up the interview boredom check out this list of 7 from bnet.com We will be spending alot more time on hospitality employees and hiring the best staff. Restaurant managers need to be the best to find the best. Have a great shift’, ‘

The showing of favoritism towards relatives, based upon relation, rather than on an objective evaluation of ability or suitability. This always makes for a wonderful work environment. You have all been there Nepotism runs rampant in the industry. Dad hires son, daughter, brother, sister, nephew who ever. They normally seem like nice people but shitty employees. But hey what the hell difference does it make you take the heat for lazy and lousy employees. You work harder so they can keep their jobs and sexually harass the staff. Of course a story from my career. I once worked for an independent operation. Oh no hear it comes “the story” Anyways I was originally hired to “Chainify” the concept as they were expanding. I was hired originally to write operations and recipe manuals. Yes another restaurant without recipes, how many times do we have to have this conversation!!!!!!!!! Anyways After becoming the GM I soon learned that I banned from managing a certain department, of course run by the owners sister. So I have a compensation plan based upon reaching certain P&L criteria. Well needless to say I got screwed When I did reach hit my bonus and a very large one at that, Guess who complained about the money until I hired my Attorney. Yea go figure Nepotism is for me a red flag with any organization. I would not work for an organization that engages in the active practice of nepotism. The very practice itself is not in the best interest of any business. Remember you are number 1 don”t let your employer treat you like number 2. There are 937,000 restaurants in the country I think you can find an employer that will treat you with the respect you deserve, allow you to grow as an individual and foster the environment of learning and creating a better life that you seek. Find those Employers and you will Prosper and may even enjoy your work

A quick update on the post concerning stupid managers. The Italian fast food restaurant that hired the stupid managers and thought that treating the employees like “Number 2″ has closed. Owners seem to hire the cheapest and not the best. The saying stepping over dollars to save pennies comes to mind. We can analysis this to death but the result, stupid managers are hired by stupid owners. These stupid owners are now short 1 restaurant because treating your employees like crap, to save money is about the stupidest business plan available. Yes Stupid managers will cost you your business literally.\n

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‘2008-06-12 21:55:16′, ‘2008-06-12 21:55:16′, ‘All of us at some time or another had to begin interviewing new restaurant employees. Due to the typically high turnover in the hospitality industry you may or may not find yourself becoming proficient in the process. The down side of being a new restaurant manager in training is that many HR departments do not focus on this important aspect of the business. Below are seven areas to be very careful with to ensure you hit your one year employee anniversary as the new manager.

Safe Interviewing? (CYA Interviewing) Don’t ask questions about or make any references to:. Age, religion, racial heritage (Yes there is a minimum age requirement to satisfy state and local Liquor license requirements and must be adhered to, ask if they are at least the requires age on the application if applying for those positions).  Languages spoken at home (if part of the job description, you can ask in what languages the candidate is fluent). Family: spouse’’s employment, child care, marital status, where parents were born, where the candidate was born, if family lives locally, sexual orientation4. Home ownership, car ownership (Do you have adequate transportation to be able to work the hours scheduled is appropriate) 5. Arrest record (you may ask if candidate has ever been convicted of a felony, not if they”ve ever been arrested) Keep it on the application follow-up with all candidates with a permission form to do a background and reference check.  Handicaps (Assume if they are looking for a Job in the hospitality industry…) 7. Citizenship (yet if they are not a citizen you cannot hire them)

if the candidate volunteers information on any of the above “no-no’’s”, say something like “That isn”t information I need for this interview” and move on to safer territory. Do keep questions open-ended and job-related and ask all candidates the same basic questions. For some cool interview questions to break up the interview boredom check out this list of 7 from bnet.com We will be spending alot more time on hospitality employees and hiring the best staff. Restaurant managers need to be the best to find the best. Have a great shift’, ‘The 7 Restaurant Manager Interview Questions’, 0, ‘All of us at some time or another had to begin interviewing new restaurant employees. Due to the typically high turnover in the hospitality industry you may or may not find yourself becoming proficient in the process. The down side of being a new restaurant manager in training is that many HR departments do not focus on this important aspect of the business. Below are seven areas to be very careful with to ensure you hit your one year employee anniversary as the new manager.