“Leadership: the art of getting someone else to do something you want done because he wants to do it”
It’s one of the hardest things to accomplish, yet one of the most important. Many times, managers get promoted quickly because they have demonstrated initiative and have learned the job quickly, often under fire and because they were forced into the position.
Why would a CEO of a recruiting firm encourage internal promotion? Good question! The jury is still out on that; however, in the grand scheme of things, everyone wins (including the customer) when managers take the time to train their employees. It ends in an overall top-rated customer experience and ultimately corporate offices see the difference in the bottom line. So, how can you develop your employees?
This is the most difficult part of training. When senior management can invest time in their employees the return on that investment will pay off. It is very difficult to find the time to stop daily operations to train. Think about it this way. Doctors are trained in emergency rooms, in operating rooms and in the field. When lives are at stake attending physicians train interns. Take the time, at the line, in the kitchen, in the dining room or at the cash register to train your employees.
Watch for that employee who is curious. What for that employee that is constantly asking questions. Do not be annoyed by those questions or that curiosity. Monopolize on it. Create an exciting atmosphere that fosters curiosity. There is no limit as to what you can do with a curious employee!
We have all had the employee who comes in, clocks in, does their job and goes home. It is easy to ignore that employee. However, many times, that is the one that demonstrates the most potential! Watch for the quiet ones! Foster interest in that person, don’t let the loud and proud ones take all of your attention.
“Catch someone doing something right” Kenneth Blanchard and Spencer Johnson.
There are plenty of employees who will get your attention. You know the one. The one text messaging at the line; the one that is always late; or the one without a name tag. Ignore those people intentionally. Find the employee who is doing none of those things and encourage them. Make a point of telling them you noticed they are doing right. You will be amazed what a little encouragement will do for them.
People like to be noticed for working hard. Whenever possible, brag on employees. Do this often and especially when your boss is in the restaurant. Acknowledge greatness; acknowledge those that try to improve; acknowledge the quiet ones and acknowledge that curious ones! Brag to the corporate office, brag to the District Manager brag to customers. Brag, Brag, Brag!!!
It is important to foster an atmosphere of encouragement in your restaurant. Do this not only because it develops your employees, but do this because it is the right thing to do!