The restaurant industry is competitive and costs are high. With the sheer amount of factors that go into making a restaurant venture successful, a huge amount of capital is put out before any profit can be made. If you’re looking for ways to make your restaurant costs less financially straining with higher rewards, take a look at these strategies.

  1. Minimize Your Menu

There are many benefits to be gained from decreasing menu size and limiting the options available. It helps customers to understand what you’re best at, and decreases the amount of time they spend scouring the menu. Remember, every moment a customer sits at a table without ordering, you’re losing out on space for new customers to come in. Take a look at your most popular menu items, and cut out the strays that don’t tend to be requested. This may help you spend less on food inventory, as a bigger menu usually requires a larger number of ingredients. Continue reading

Many companies are making an increased effort to promote diversity in the workplace, and for good reason. There are a multitude of benefits that diversity promotes, and every company can be improved by having a diverse set of employees. Here are some of the top benefits to be had by promoting and encouraging diversity in the workplace, and suggestions on how to build a diversified, inclusive work environment.

Create a More Qualified Company

In an extremely competitive economy, it’s important to hire the best possible employees. By selecting a diverse set of candidates to become part of the team, the company will be more likely to succeed. Employees with different perspectives and backgrounds create a more effective work environment. Continue reading

Employees are the heart of every business, and your biggest asset. They’re the people who make sure things get done when and how they’re supposed to, managing your processes, interacting with customers and clients, and showing up day after day. While of course their main motivation is the paycheck at the end of the day, today’s employees are also looking for a satisfying work place in which they feel they play an integral part. Doing all you can to keep company morale high means securing happy employees, and satisfied employees make loyal ones. Keeping your employees feeling content and satisfied in the work place means making sure they’re comfortable, and one aspect that often takes the backseat is office design. Want workers who are proud to come in every day? Make sure their work space is conducive to that feeling with these office design tips.

Take Temperature into Consideration Continue reading

When it comes to the world of human resources, it feels like the rules are always changing. This is for good reason, as the trends in human resources tend to echo the trends of the business world as a whole. As the business world shifts, grows and changes, the world of HR needs to adapt. Otherwise, it might find itself being left in the dust, which can cause both the company and its employees to suffer.

One of the biggest technological innovations that HR professionals need to bring into their professional efforts is social media. Powerful businesspeople, such as Fahad AlRajaan, have begun using social media to increase the awareness of their brand and expand the reach of their influence. If HR professionals want to grow their own careers, it’s essential that they do the same. Here are some reasons why social media is crucial for HR professionals. Continue reading

assess training needsIf you’ve been tasked with conducting a training and development program, it’s important to look at the issue from all angles. This involves taking a deeper look at the role that each individual plays in the organization, and where there are gaps in the current employee training program. Here are five areas to focus on as you examine the organization’s training needs.

1. Analyze the organizational goals

One of the primary ways to identify a business’s training needs is by looking at the organization’s goals and strategies. An organizational assessment takes a deeper look at what these goals and objectives area, and how effective the team currently is at the moment. You can also look at the history of employee training and if it made any measurable changes in the organization’s performance. The purpose of this type of assessment is to help you see the bigger picture, forecasting where training would be required and how effective it would be.

2. Conduct a work or task assessment Continue reading

This post brought to you by National Restaurant Association Educational Foundation . The content and opinions expressed below are that of upstartHR.

Over the past few months we have discussed restaurant skills and the impact they can have on someone’s long-term career options. We have also covered some amazing topics within the restaurant industry, and I hope you have learned as much as I have about the variety of career opportunities available. Today we are going to take a slightly more scientific look at those skills, but stick with me, because this is great information.

 Food and Beverage Service Competency Model

If you’re not aware, a competency model is a tool that defines the key KSA’s (knowledge, skills, and abilities) required to perform a job successfully. The rest of this post is built on that foundation, so it’s important that you understand the relevance of that. Competency models are powerful things, because we can use them to hire, train, and manage employees with a purpose and a plan (instead of merely guessing at the restaurant skills our staff need).

The National Restaurant Association Educational Foundation (NRAEF) developed the Food and Beverage Service Competency Model, a model geared specifically toward the restaurant industry. Now, if you’re anything like me, you probably had an initial thought of “Seriously? How complex can it be?” Don’t worry, it can be as complex or as simple as you’d like, depending on the career level/position you’re targeting. Check it out: Continue reading

This post brought to you by National Restaurant Association Educational Foundation . The content and opinions expressed below are that of upstartHR.

So far we’ve seen data on career mobility, the power of commitment, and competitive compensation offered by the restaurant industry. Today we’re going to look at another intangible, but incredibly powerful, aspect of the employment relationship–pride.

A few facts:

  • 92% of restaurant managers, 94% of business operations professionals, 92% of chefs and cooks, 80% of bartenders, 85% of hosts and hostesses and 75% of waitstaff, crew and dishwashers are proud to work in the restaurant industry,
  • In a survey of teenagers (under 18) in the restaurant industry, 78% are proud to work in the industry, 89% are enrolled in school and 41% work fewer than 20 hours per week.
  • More than 90% of restaurant employees ages 35-64 are proud to work in the industry and roughly 40% work at least 59 hours per week.

I can’t attest to the statistical significance, but the more time someone spends in the industry, the more pride they have in the kind of work they do. That aligns to more than just this specific type of career choice, but it’s something worth remembering. And those at the beginning of the “funnel” career-wise are just getting warmed up–that provides an opportunity to really engage them and leverage that pride.

I think some of us can easily fall into the stereotype at times that someone working in the restaurant industry is taking a “lesser” job. That’s certainly not true, especially based on what we see in the data here. This is a vibrant field with opportunities for long-term advancement and growth, and the employees are proud to be doing the work.

Check out the infographic below titled “A Career in Restaurants and Proud of It” from the National Restaurant Association Educational Foundation.


What is your favorite statistic from the infographic?

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