Reviews and Evaluations of Staff Performance
By Susie Ross Founder, Waiter Training | August 03, 2010
Is it too early to make "New Year's Resolutions?" It's never too early! Resolve to make reviews and evaluations a priority in your restaurant. Plan for them now and put them on the calendar of events after the holidays. Right now may be too hectic to start planning something new.
Reviews and evaluations are something that few managers and/or owners seem to have time to do - realistically. Ideally, you know you should be conducting these employee benefits on a regular basis. Why don't you just make the time? That's easier said than done; a statement to which, I'm sure, everyone can attest!
Many employees want to know if there will be periodic reviews and/or evaluations of their performances. Even if they don't ask about them in the interview process, you should mention them. Then you have to live up to your statement and conduct regular evaluations. What it does is convey the message that you run a professional organization and you expect them to have the same professional attitude about their careers.
If staff presents themselves as professionals, then it's highly probably that their customers will see and treat them as professionals. You must start the professional image at the interview stage and hold them accountable thereafter.
Holding regular performance evaluations shows that you are truly concerned about their professional success. Even if they don't seem concerned, they are aware that you are and that you are monitoring their performance. It's not that you have to be "big brother," you simply have to let them know that you care about the image your staff portrays to your customers. They will either perform better because they are aware of your evaluations, or perform better because they know it is in their best interests. They might also decide they don't want to be a professional and they will soon move on to a less professional establishment. Don't cry over spilled milk - or bad staff! You learned something about your judgement and your process of hiring and training. You don't want people who feel less than great about their careers; they probably didn't make your guests feel great, either.
Again, this is a task easier said than done. How is it that you make time for anything in this business? Like anything else in our busy lives, both professionally and personally, we have to prioritize. That means you may want to reconsider the value that you place on your front-of-house staff. They are your front line. Make them your first priority.
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