Hiring is a headache. Firing is even more of a problem. Often we accept inefficiency because we don’t want to face applicant lines, training, and other tasks thatare part of the hiring process. I have always been an advocate of complete employee development – teaching a current employee the skills, processes and procedures they need to know to become successful within your organization. This is difficult with the many tasks an owner must face. Yet, it becomes easier as staff members are trained and in the long run is money saving option as hiring new employees costs not only valuable dollars but precious time.
Here are ten tips to use when hiring, firing and nurturing employees.
1). Develop a disciplined hiring process and an interview evaluation form.
2). Explain the various aspects of the position. IDivulge early on the responsibilitie ofthe job. don’t hide the less appealing. If a busboy is required to take out the trash at night, let them know during the interview process.
3). Have a rigid and precise training program in effect. Make sure your training waiters are familiar with any procedure changes before training begins.
4). Stick to the training program. If a waiter is supposed to trail a server for three shifts, make sure they complete this portion of the training process. Shortcuts lead to nowhere.
5). Develop a uniform policy and adhere to it. If you do not have company uniforms, explain the shift dress code before they begin work.
6). Do not promise new applicants pie in the sky wages unless you know you are busy enough to deliver. Promising outrageous tips and then delivering a mere pittance of what you promised will ruin morale and drive your staff to the nearest competitor.
7). Before introducing a new waiter, chef, or other employee to the staff give the team a pep talk and see if any of them have any complaints. The last thing any owner needs is for the one disgruntled employee to infect the new hire with the poison of a bad experience.
8). If you notice an employee is having a problem talk to them about it. Retrain them if you need to.
9). Do not manage mediocrity. Fire quickly. Do not procrastinate once you have made a decision to let someone go. Often we make the decision to terminate a bad employee but hesitate for days or even weeks before we finally end the relationship. In that period of time a bad employee can do major damage to staff, customers and business.
10). Don’t assume you will eventually not have to endure the hiring process. It is a standard operating procedure. The better you become at hiring, the better your hires become.