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Business 101
I'm trying to create a development program for our hourly employees. One thing I'd like to do is create a business 101 type program/class for the employees. We hire mostly high school aged employees, and I think this would be a good introduction for them. However, I'm getting stuck on what sort of topics should be included. What do you think? What topics should be covered? Are there any that should be avoided? How much do our hourly employees want/need to know about the way our businesses run? Any help would be much appreciated. Thanks!!
Replies to This Discussion
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Permalink Reply by NoahK on -
I've seen cost board drawn out on a one dollar bill, shade in the respected portions and show them where the money goes. As Joe mentioned it is mind boggling.
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Permalink Reply by Jeremy Heersink on -
What I'm looking for is a more general business type class. We do a lot of what you are talking about already. We do talk about profitability in our orientations and how not portioning, leaving equipment on when not needed, and employee productivity affect our bottom line, and in turn, theirs. We believe in giving our employees a step up in life, and one area I'm looking at now is the business area. Will talking about marketing, supply and demand curves, economics, etc make an employee understand what we do and how we do it on the big scale? Are there any other topics that should be covered? We are a franchise system, and a lot of our current franchisees have come from our stores and used to be hourly employees.
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Permalink Reply by Stoligirl on -
I gave a demonstration of small wares, with little $ signs in front of them. I arranged it like the Price is Right game, where there would be a pack of gum, and then a ramekin and a steak knife next to it, or a pack of beer next to some drip cuts and 1/6 pans. People in the group had to guess which grouping costs more. You can do this with various items that they themselves buy, like CD's, or ipods, etc, so they really understand the impact and amount of money that gets thrown out per shift, or per month, etc. It was a great way to get the discussion going, and the visual examples helped drive the point about ownership of smallwares and controllables. Also, you want to talk about how they store their personal items and take care of them, and relate that to ladles, spoodles, pans, etc.. (DVD's/CD's organized versus throwing them around a room getting scratched, for example.)
They have a choice everytime they give away the stack of extra napkins when the guest only asked for one, toss a cambro aimlessly in the dish area causing it to crack, not go after a ramekin that falls in the trash, etc.
While it's our responsibility to educate them about cost, proper storage methods and training the correct usage of the items is just as important. -andi
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Permalink Reply by Jeff McLanahan on -
I agree that you can discuss the costs associated with food, paper and drink with almost any team member. It does need to be in language that they understand and it does need to relate to them or what is important to them. The shaded dollar bill is a really good idea. It demonstrates that the owners are not making $12 profit on a $12 meal, but if you can show how saving costs will affect the business in a way that affects them, it will drive the point home. For example, if team members are more productive by learning other stations, will they have the opportunity to earn more money. If the team reduces costs by turning off lights in unoccupied areas, using correct food portions, etc., does the company share any of the savings in the form of a bonus? Just some thoughts!
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Permalink Reply by Jeff Tenut on -
I agree with Jeffrey, costs are important so they don't think you are in your office, after closing, counting all your money.
In the business programs I've done, we cover costs to show we make between 1 and 5 cents on the dollar, but I try to convey the message that our guest is the boss. They will tell you when to open, what they want to eat, what they like about your servers, planters, bathrooms…
“If the guest don't like, they won't be back.” We show a sales chart that if 20% of the people come back a second time in one month, the restaurant will make "X" dollars more. That means more hours for the crew!
We also try to help the new crew members grasp the culture of our restaurants ASAP. It can take a long time, but by sharing the comment cards or stories you get from your guests about your crew members and great visits....their boundaries become more defined! They know what they can do and what result they will get (that’s gaining experience faster).
Jeff T
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Permalink Reply by Jeremy Heersink on
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I think you're absolutely right here. It was one of those ideas that sounds good, but does it really drive the bottom line in the short or long run. If this is something we would go forward with I think we would make it available more on a volunteer basis, or simplify it to business related specifically to our business we do. Thanks for all the replies!
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Permalink Reply by Jeff McLanahan on
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We are involved with Junior Achievement. They have a program that allows businesses to teach job skills to people in high school through a structured program. Someone from your company can present pre-designed courses to high schoolers during the school year. The course usually ends with the group visiting your business to shadow a shift. You can still teach business related information and it could be delivered to a future team member.
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