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In a restaurant setting, employees encompass a spectrum of roles ranging from managerial positions (such as Restaurant Manager, Supervisor, etc.) to frontline staff (such as kitchen staff, bartenders, receptionists, cashiers, cleaners, security personnel, and more).
These staff members are often organized into various departments and functional units. This segmentation facilitates the smooth operation of restaurant business activities, covering aspects from procurement and food preparation to sales, customer service, revenue collection, and profit calculation. The number of restaurant staff recruited depends on the scale and operational efficiency of each establishment, varying from small to large teams.
Therefore, effective restaurant staff management poses a complex challenge for any restaurant owner or manager. Here, PasGo offers suggestions on how to manage restaurant staff efficiently by categorizing employees based on different criteria, creating a structured and manageable approach.
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The perks of managing a restaurant through employee categorization
Employee categorization – think of it as a form of 'divide and conquer.' This approach undoubtedly streamlines and enhances your restaurant management significantly by avoiding the 'one-size-fits-all' approach. So, why bother categorizing employees? Here are some benefits that this classification brings:
- Simplifies payroll processing
- Facilitates monitoring and evaluating job performance effectively
- Easily distinguishes between employees with tasks completed and those pending
- Streamlines the organization of staff training plans
- Identifies the core workforce for the restaurant
- Inspire employees to strive for excellence
Different ways to categorize restaurant staff
There are various criteria for categorizing restaurant staff and management. Among them, the three most common criteria are outlined below:
1. Categorization based on hierarchical positions
Comprising of:
- Restaurant management
- Restaurant supervision
- Staff
2. Categorization based on functional departments
Comprising of:
- Administrative staff (accountants, cashiers, office personnel)
- Kitchen staff
- Bar counter staff
- Security personnel (guards, vehicle attendants)
- …
3. Categorization based on work arrangement
Comprising of:
- Full-time restaurant staff
- Part-time restaurant staff
- Temporary staff (casual employees)
- …
Effective management of restaurant staff
Based on the above classifications of employee groups, the Restaurant Manager needs to develop a task assignment, supervision, and evaluation plan for each department (or each employee). This forms the basis for creating work plans to efficiently manage personnel and foster restaurant business development.
All achievements or misconduct by employees must be addressed in accordance with the restaurant regulations. Alongside this, there should be policies for rewards, commendations, praise, penalties, creating a fair and transparent working environment.
However, in every business organization or restaurant, there always exists a group of 'special employees.' These individuals require special attention in management, not only providing conditions for them to excel in their assigned tasks but also helping them recognize their roles and values within the business. This, in turn, motivates them to strive in serving customers and contribute to the overall development of the restaurant. They are the following groups of employees:
1. Part-time employees
a. Characteristics of the part-time employee group
Part-time employees in restaurants are usually hired for positions such as table service, kitchen assistance, reception, security, dishwashing, or general support tasks...
The majority of these part-time employees are often students or young individuals seeking additional income to cover living expenses. Simultaneously, they seek a practical work environment to gain exposure, learn from experience, and build positive relationships.
They mostly belong to the young and less experienced age group, so their thoughts may not be mature, prone to impulsiveness, hot-tempered, or easily discouraged by mockery. They are also susceptible to external influences leading to loss of control in actions and words when dealing with issues... Furthermore, the majority carry a mindset not truly committed to the profession. Except for a few facing genuine economic hardships, most of them consider part-time work in a restaurant as a temporary gig, something to enjoy for the experience, not a long-term commitment.
b. Solutions for effectively managing the part-time employee group
As a conscientious and professional Restaurant Manager, instead of eagerly seeking the next potential batch of part-time employees, wasting time, recruitment costs, with an equivalent risk of 'not getting the job done,' why not try to 'train' the current part-time staff to become 'outstanding employees'?
With your skillful and subtle guidance, help part-time employees envision a future career path, recognize the positive aspects of their current job, assist them in successfully completing assigned tasks, commend them if deserved, provide motivation for them to love and commit to their work, and develop within the profession... In doing so, beyond having a team of reliable part-time employees, some of them might transition to become full-time employees, forming a strong bond with the restaurant's growth.
2. Long-term employees
a. Characteristics of the seasoned employee group
Most long-term employees, having a lasting connection with the restaurant, are skilled professionals with excellent expertise and a positive attitude. They serve as invaluable 'assistants' to the Restaurant Manager in guiding and training new staff, providing motivation for newcomers. Additionally, long-term employees act as 'advisors,' offering insights to the Manager and Restaurant Owner on ways to improve customer service, increase revenue, and retain talented staff.
They currently work out of passion and a desire for job stability, aiming to contribute collectively. Consequently, the likelihood of these seasoned employees switching jobs is nearly zero, unless they feel their contributions are unrecognized.
b. Effective management solutions for the long-term employee group
There have been instances where dissatisfaction led a long-term employee to resign, causing dozens of other staff members to follow suit, resulting in severe personnel and business operation repercussions for the restaurant.
To prevent a similar situation, you need effective management solutions for this group of seasoned and skilled employees. Specifically:
- Implement policies that appropriately reward and motivate them to strive for excellence, such as recognition, promotions, salary increases, and healthcare benefits for them and their families...
- Create an environment for them to work and showcase their talents
-Appreciate and acknowledge their contributions to the restaurant's development through tangible actions
-…
3. Employees as “old acquaintances”
a. Characteristics of the “old acquaintance” employee group
These are employees with familial or acquaintance ties to the restaurant owner, known associates of business partners or VIP customers, introduced to work in the restaurant.
If these employees possess expertise, are competent, and willingly take on tasks to complete them, there's nothing to discuss. However, if the employee lacks professionalism, has no intention of collaborating, displays a negative attitude, and disrespects the Restaurant Manager's instructions, it becomes a challenging situation. Despite being an employee, their demeanor often resembles that of a 'little boss' within your restaurant.
b. Effective management solutions for the acquaintance employee group
To 'address' this employee group, the best approach is to act in accordance with the restaurant's regulations. Maintain professionalism and precision in task assignment and execution; in cases where the employee makes mistakes, handle them according to the established procedures. The only concern here is to always maintain a calm and fair attitude in task handling, ensuring that all employees, including those considered 'acquaintances,' must acknowledge and comply.
However, to avoid upsetting your 'acquaintances,' depending on each situation or serious incidents, it's advisable to inform the Restaurant Owner or the respective 'acquaintance' about the situation and your decision. This not only shows respect but also ensures that no unwanted repercussions are left unaddressed.
If you truly find yourself having to accommodate many employees of the 'acquaintance' type, our advice is to proactively include 'resignation terms' when establishing the restaurant's rules and regulations, making future handling more straightforward.
Above are suggestions on how to categorize and 'identify' each employee group, allowing for more effective restaurant management, stable staffing, cost savings, and increased revenue. We hope this article proves beneficial to your restaurant's employee management efforts.
Wishing you success in your restaurant business,
Dear recipient,
-- Regards,
Reference: BrandsVietnam
-- Source: BrandsVietnam --
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