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3 Ways to Increase Staff Morale at Your Restaurant

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Anyone who has worked in the restaurant industry knows it is not always a picnic.

I speak from experience! At the age of 14, I had to get a job and start paying all of my bills, minus room and board (thankfully, the bills were few because $5.25 an hour only goes so far). Surprisingly enough, running up and down a food line adding more lettuce and pickles was not as fun as it sounds. To succeed in such an industry takes many things, but one you simply cannot leave behind is enthusiasm.

However, maintaining the high level of energy required can be difficult when the shift is built on long hours of cranky customers and meager pay. In order for employers to reduce the turnover caused by such factors, employees need to feel more valued and motivated in the following three categories.

Environment

According to Inc. magazine, “Three out of every four employees report that their boss is the worst and most stressful part of their job” and that 65 percent of workers would opt for “a new boss over a pay raise.”

Where are you in those statistics? The manager sets the tone for the workplace, encouraging those who need it; bringing attention to areas where employees need growth, and helping them achieve it. The problem is, many managers are not doing these things; as a result, their employees suffer which leads to increased turnover and the loss of many top-performing employees.

Managers can start to remedy this by listening. Although it sounds obvious, listening to suggestions and responding fairly to time-off requests goes a long way. Your staff works hard to keep your place running, so respond in kind and give them a break when they ask for one. Over time, this will increase their trust in your managerial abilities and strengthen their loyalty to your business.

Second, transparency is crucial. Managers need to develop open lines of communication between them and their staff. When employees feel their opinions are not only heard, but taken into consideration, they feel like an integral part of the company. In the words of Robert California, James Spader’s character on The Office, “Do you feel heard right now?” From day one, every manager is responsible for their employees’ quality of work, so one with a contagious excitement for the job will find the staff responding with the same attitude resulting in less turnover.

Training

Knowing your product is always important, but in a restaurant, it also could determine whether you can make ends meet. That’s why your training techniques should be brought to the forefront. An extra emphasis on training will give your staff the comfort they need to excel, day in and day out.

When employees are familiar with the menu due to proper training, it reduces their anxiety dealing with customers, thereby opening more opportunities to upsell, resulting in higher profits. So don’t just train them on how to sell the product – encourage them to do so. Customers enjoy a knowledgeable waiter even if they sway from his or her suggestions. This helps fill the tip jar and gives employees a renewed sense of accomplishment.

An easy way to teach your employees about the product is by letting them enjoy it.Bring them together for a monthly “taste test.” Give them an opportunity to select an item off the menu and then talk about it. Although unorthodox, this approach allows them to give informed answers to customer questions and possibly spark ideas for new or improved dishes.

Competition

According to a survey by restaurant marketing service Blue Sky Local, 61 percent of restaurants notice a sales decline of up to 20 percent during a holiday. As Thanksgiving and Christmas hide just around the corner, restaurants need to find ways now to lessen that drop-off while maintaining excellent customer service and mastering scheduling conflicts frequently seen around holidays.

Restaurants can improve their numbers while making it easy on employees to enjoy being at work by setting up a friendly competition or two between staffers. For example, challenge them to see who can sell the most appetizers or desserts in a given time period; at the end of the shift, issue a prize for the winner. Even if the reward is nothing more than verbal recognition, employees want to be noticed and appreciated for their achievements.

Challenging your workers with these contests can relieve the strain of the job. Their satisfaction will spill over into positive customer service.

Scheduling is another tedious issue that can quickly cause problems in the industry. At the heart of good scheduling is the vein of excellent communication. When you need employees on certain days, be sure to let them know in advance. Employees hate having their expectations being dashed because you scheduled them when they asked for the day off. In order to do this, institute policies concerning time-off requests around holidays and then stick to them. This gives your employees guidelines and requires them to give you plenty of notice when they need off. Mastering the scheduling process is important if restaurants want to retain their top talent.

The restaurant industry is a tough business. Because of this, any effort to make improvements in these three areas cannot be overlooked. For businesses to be successful they need to take a detailed look into their management staff, the way the environment is cultivated and how employees can stay engaged.


Aaron Santelmann

by Aaron Santelmann


Author Bio:

A young and enthusiastic writer and researcher, Aaron is an instrumental member of Paycom’s lead generation and reporting team. Aaron is an engaging writer who maintains a strong presence on Paycom’s blog where he focuses on politics, government and compliance, tax guidelines and other employer regulations that impact businesses across the country. Outside of work, Aaron enjoys reading, exercising and spending time with his family.

What Substance Abuse in the Workplace Costs Employers

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Of the estimated 14.8 million Americans who use illegal drugs, 70% of them are employed, according to the U.S. Department of Labor. Therefore, odds are your company employs workers who fall into this group. The use of drugs or alcohol by employees inside or outside the office can be costly for a business, leading to:

  • increased turnover rate
  • workplace incidents
  • poor workplace morale

From a financial perspective, the National Institute on Drug Abuse found substance abusers cost employers twice as much in workers’ compensation and medical expenses. Additionally, substance abusers are five times more likely to file workers’ compensation claims.

Furthermore, employees with alcohol dependencies are nearly three times more likely to have injury-related absences, according to the National Council on Alcoholism and Drug Dependence. In 2015, that council reported that federal surveys indicate 24% of workers reported drinking on the job at least once in the past year.

Recognizing the signs

Knowing how to handle substance abuse in the workplace starts with recognizing the existence of a problem. Whether it is abuse of alcohol, prescription drugs or illegal substances, a number of visible signs can indicate an employee needs help:

  • change in appearance
  • frequent tardiness
  • decline in job performance
  • slurred speech and drowsiness
  • mood swings and irritability
  • scent of alcohol

None of these signs alone indicates a substance abuse issue, but intervening early with employees displaying a combination of these signs may be valuable to your business. Implementing a companywide policy, training managers to recognize signs of substance abuse, and setting expectations with employees through training can help safeguard your business and your workforce.

 Disclaimer: This blog includes general information about legal issues and developments in the law. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and must not be taken, as legal advice on any particular set of facts or circumstances. You need to contact a lawyer licensed in your jurisdiction for advice on specific legal problems.

 

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Posted in Blog, Compliance, Featured

Jason Hines

by Jason Hines


Author Bio:

Jason Hines is a Paycom compliance attorney. With more than five years’ experience in the legal field, he monitors developments in human resource laws, rules and regulations to ensure any changes are promptly updated in Paycom’s system for our clients. Previously, he was an attorney at the Oklahoma City law firm Elias, Books, Brown & Nelson. Hines earned a bachelor’s degree from the University of Central Oklahoma and his juris doctor degree from the Oklahoma City University School of Law, where he graduated cum laude. A fan of the Oklahoma City Thunder, Hines also enjoys exploring the great outdoors with his wife and daughter.

Podcasts

5 Podcasts That Every HR Professional Should Download

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Podcasts provide the opportunity to sit like a fly on the wall and listen to some of the most brilliant minds in the world converse about today’s biggest trends and challenges.

According to a study by Triton Digital, nearly one quarter of Americans listen to a podcast at least once a month. Education is a popular subject, with 40% of podcast listeners tuning in to that type. If you’re an HR professional or business leader looking to broaden your knowledge of HR and HR technology this year, I highly recommend filling your ears and brains with these five podcasts throughout ’18.

1. HBR IdeaCast

From Harvard Business Review, the weekly HBR IdeaCast features leading thinkers in business and management discussing a variety of key topics in the work world.

It is an excellent resource for insights on a wide array of subjects including, but not limited to, HR. The discussions apply directly to organizations nationwide. The podcast reminds me of NPR’s Fresh Air, but with an emphasis on business leaders.

Recommended episodes:

2. HR Happy Hour

Since 2009, HR Happy Hour has featured thought leaders, workplace and technology experts, academics and more to take on important aspects impacting HR, technology and the workplace.

The podcast is so long-running that it has episodes dedicated to just about every HR topic under the sun. The charming hosts Steve Boese and Trish McFarlane make trending topics fun and informative.

Recommended episodes:

3. CIPD

From the UK’s Chartered Institute of Personnel and Development, the monthly CIPD podcast covers everything from talent acquisition to workplace training and cybersecurity.

CIPD’s international perspective brings fresh eyes to subjects that resonate with many American HR professionals. With a backlog of more than seven years’ worth of episodes available, it’s easy to recommend.

Recommended episodes:

4. Workology Podcast

Covering the science and art of the workplace, Jessica Miller-Merrell’s Workology Podcast offers insights and actionable tips on HR and recruiting. Each 45-minute episode promises an in-depth look at every company’s most valuable asset: the employee.

In asking sharp, pointed questions about the latest HR trends, Miller-Merrell does an excellent job as host, bringing a unique and often unexpected take on familiar subject matter.

Recommended episodes:

5. HR Break Room

The official podcast of Paycom, HR Break Room brings you quick conversations on hot topics in HR and HR technology. Co-host Chelsea Justice and I talk with guest experts about the challenges faced by the everyday workplace, as well as their solutions.

To be a bit self-indulgent, I love doing this podcast because it gives me the opportunity to talk with some of the most brilliant minds in the industry. In our first year, our esteemed guests have included New York Times best-selling author Cy Wakeman, millennial expert Adam Smiley Poswolsky, HR Bartender’s Sharlyn Lauby, futurist Jacob Morgan, author and Harvard professor Mihir Desai and of course, motivational speaker and leadership expert, Mark Sanborn.

Recommended episodes:

You can learn more about goings-on within the HR sphere by subscribing to HR Break Room podcast. Here’s to a year full of professional growth through podcasts!

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Posted in Blog, Featured, HR Management, Leadership

caleb.masters

by Caleb Masters


Author Bio:

Caleb is the host of The HR Break Room and a Webinar and Podcast Producer at Paycom. With more than 5 years of experience as a published online writer and content producer, Caleb has produced dozens of podcasts and videos for multiple industries both local and online. Caleb continues to assist organizations creatively communicate their ideas and messages through researched talks, blog posts and new media. Outside of work, Caleb enjoys running, discussing movies and trying new local restaurants.

Deadline Extended

Employer Deadline Extended for Furnishing 2017 ACA Forms

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Distribution of 2017 Affordable Care Act (ACA) Forms 1095-B or -C to your employees has been extended.

As issued in Notice 2018-06, the IRS has extended the deadline from Jan. 31 to March 2. (However, the deadline to provide Forms W-2 and 1099 to employees and contract workers remains as Jan. 31.)

Filing deadlines unchanged

While the deadline to furnish forms was extended, the filing deadlines remain the same: Feb. 28 for paper forms, and April 2 for electronic forms.

IRS Notice 2018-06 emphasizes that employers who do not comply with the due dates for furnishing or filing are subject to penalties under sections 6722 or 6721.

Good-faith transition relief extended

The IRS also announced the extension of good-faith transition relief. This may allow an employer to avoid some penalties if it can show that it made good-faith efforts to comply with the information reporting requirements for 2017.

This relief applies only to incorrect and incomplete information reported on the ACA forms, and not to a failure to file or furnish the forms in a timely manner. Additionally, the IRS stated it does not anticipate extending either the good-faith transition relief or the furnishing deadline in future years.

Contact a trusted tax professional if you have questions on how this may affect your business specifically.

Click here to read more about how the ACA is affect by the new Tax Cuts and Jobs Act.

Disclaimer: This blog includes general information about legal issues and developments in the law. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and must not be taken, as legal advice on any particular set of facts or circumstances. You need to contact a lawyer licensed in your jurisdiction for advice on specific legal problems.

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Posted in ACA, Blog, Compliance, Featured

Erin Maxwell

by Erin Maxwell


Author Bio:

As a compliance attorney for Paycom, Erin Maxwell monitors legal and regulatory changes at the state and federal level, focusing on health and employee benefits laws, to ensure the Paycom system is updated accordingly. She previously served as assistant general counsel at Asset Servicing Group in Oklahoma City. She holds a bachelor’s degree from the University of Central Oklahoma and a J.D. from the University of Oklahoma. Outside of work, Maxwell enjoys politics, historical mysteries and spending time with her family.

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