4 Helpful Tips for Your Restaurant Interior Design This 2018
Your restaurant interior design shouldn’t be an afterthought, and should be designed in a way that will drive more profit to your business. But how? To help you get started, here are four helpful tips to remember when designing and constructing your next restaurant.
Constructing your next restaurant starts with looking at the bare space you are going to lease or purchase. Size is everything, and you should remember to always measure twice and cut once.
Total Food Service wrote an extensive guide on how to create your restaurant’s floor plan. According to them, the rule-of-thumb is that your dining space should occupy 60% of the total area, with the remaining 40% for other spaces (kitchen, prep, storage, etc.)
To add to the dining space, they also provided general guidelines on how much square footage a restaurant should allocate per customer. For them, it varies based on the type of restaurant you are running:
- Fine Dining: 18 to 20 sq. ft.
- Full-Service Dining: 12 to 15 sq. ft.
- Counter Service: 18 to 20 sq. ft.
- Fast Food: 11 to 14 sq. ft.
- Table Service at a Hotel or Club: 15 to 18 sq. ft.
- Banquet: 10 to 11 sq. ft.
They also recommend that you should leave a minimum of 4 to 5 ft. per table to allow free movement of servers between stations. According to Tom Strother, co-founder and creative director of interior design firm Fabled Studio, ensuring that the operational layout works seamlessly and effortlessly for the waitstaff is essential in making sure that the guests have an excellent dining experience. Take this into account when preparing your restaurant interior design.
Your Cuisine Determines Your Design
For Strother, the first crucial thing they consider when working on a restaurant interior design is the concept and story of the restaurant, making sure that it is translated well into the details of the design.
It’s a no-brainer that your restaurant’s layout and aesthetic should reflect the type of service and cuisine you’re going to provide. The perfect restaurant design and layout is a marriage of form and function. Not only that – in the age of social media, the perfect restaurant interior design should be Instagrammable.
As part of Paula Atwell’s guide on Chron, she dished out some tips on how to lay out your restaurant based on your concept and style of service:
- Cafeteria-style restaurants should have a circular pattern design in order to seamlessly move customers from the entrance to the service area, down to the cashier, and to their seats.
- Restaurants that offer tableside cooking should allocate space for supplies and a cooking surface.
- Take-out-heavy restaurants should layout a clear pathway from the doorway to the counter.
Start (and Finish) With a Good Impression
Your restaurant’s entrance is the first and last thing your customer sees. It goes without saying that it has to be downright perfect.
The balance published an extensive blog entry on how to plan your restaurant’s outdoor space. Here are some key takeaways:
- Invest in a professionally-made sign.
- Likewise, make sure that other signages (parking signs, no smoking warnings, wifi information, etc.) should be professionally done as well. Don’t settle for a monochrome print out from your laser printer. Everything has to be on brand.
- Provide adequate lighting that both illuminates signages at night and provides a good ambience for customers.
- Erect menu boards outside your establishment to give customers and passers-by a good idea of what you can offer. Complement it with a separate sandwich board that lists down the specials.
- If possible, provide well-appointed outdoor seating as a waiting area for customers in queue. When the weather permits, expand that area to allow customers to dine al fresco.
If You Can’t Stand the Heat, You Can’t Make a Good Kitchen
The heart of every restaurant is the kitchen.
This is where the magic happens — where raw ingredients transform into stunning dishes for your customers. That is why it is wise for you to invest most of your time and resources to constructing your restaurant’s kitchen.
There are million-and-one factors to look after to construct your kitchen. POS Sector’s blog has a definitive article on the topic. Some of the best tips they gave are:
- Involve your kitchen staff — the ones who will use the facility on a daily basis — in the design and planning process. Your dishwasher might have insights and perspectives that a regular plumber cannot provide.
- Your kitchen should be ergonomic, energy efficient, well-ventilated, and (most of all) compliant with all health and safety regulations.
- Don’t scrimp on kitchen equipment. Procure tools that are professional-grade.
- Make sure that the layout is flexible, able to easily adjust itself for the future.
- Define working zones: food cleaning, cutting, baking, frying, etc. This streamlines the entire process and avoids unnecessary chaos, especially at peak hours.
- Store tools and appliances that serve similar functions together.
Your restaurant interior design definitely plays a role in your business’ profitability. Make sure that it embodies your concept and story enough to attract customers. It should also have an operational layout that works seamlessly for your waitstaff. Finally, it should enrich your guests’ dining experience. Pair that up with great food and excellent service, and you’ll see your customers coming back to your restaurant over and over again.
Awards & Rostering |
How much do full-time staff really cost?
Being in the business of managing staff costs, we often hear people say that casual staff just cost so much more than their full time equivalents. I mean, that extra 25% is a killer, right? Especially for staff who work a fairly consistent schedule each week, it’s almost like free money. For a while there I went along with that, not really giving it much thought. But today the thought struck me – casuals miss out on plenty of benefits afforded to full and part timers, so are they really better off? I decided to investigate further. What follows may surprise you. First – how many days in a year does a full time employee work? Weeks in a Year: 52 Working Days in a Year: 260 So far so good. We’re going to ignore the 1 or 2 days that we’re off by, for the sake of a nice round number. Next, let’s look at this full time employee’s entitlements, in days. Annual Leave: 20 (4 weeks) Personal Leave: 10 (2 weeks) Public Holidays: 10 We’ll assume a 7.6 hour work day and 17.5% leave loading. So how many hours of leave are we paying? Annual Leave – Base: 152 Annual Leave – Loading: 26.6 Personal Leave: 76 Public Holidays: 76 Total Hours of Leave Paid: 330.6 Earlier we calculated how many days of work one can work in a year, now let’s subtract leave taken to get a more accurate figure. Days of Leave Taken: 40 Actual Days Worked in a Year: 220 Actual Hours Worked in a Year: 1672 Divide 330.6 (hours of leave paid) by 1672 (hours worked) and we get 19.77%. Remember, we are comparing this to the 25% loading paid for casual staff. So from this perspective, yes, your full time and part time staff are still cheaper – but only by 5.23%. And even that number is probably on the low side. We ignored long service leave and maternity leave because they are a bit more unreliable. Both they are also costs (or accruals) that can definitely add up! When you take into account the fact that you only have to pay casuals when you need them, it’s easy to see why more and more Australian employers are turning to casual staff. According to the ABS, this has been growing steadily since the 90’s, and today over 1 in 5 jobs in Australia are casual.
Awards & Rostering |
Easter Penalty Rates 2015 — What you need to know about paying staff
Easter is coming up soon, and that means two things! A new season of Game of Thrones to feast on, and – perhaps less excitingly – public holiday rates to pay staff. As a business owner, accountant, or bookkeeper, it’s important to be aware of how public holiday rates over Easter and ANZAC Day should be paid in your state. First, let’s see when the holidays will be in 2014. You might be surprised! If your business is open on any of these public holidays, you’ll need to pay staff the appropriate public holiday rates. You should check your award, which will tell you exactly what multiplier or penalties to apply, often under a Public Holidays section. A common multiplier is 2.5x. Some businesses pay staff salaries, or pay casually “above award”. Public holiday penalties still apply! If you have a contract, it should cover this – check with Fair Work if you are unsure. Staff who don’t work on a public holiday If you have full or part time staff who should have worked on any of the weekday public holidays – Good Friday, Easter Monday, and Easter Tuesday in specific cases – they are still entitled to pay, even if they do not work. Generally you’ll pay at base rate for the hours staff would have been entitled to. Of course, if staff do work on the day, you’ll pay at a higher rate as dictated by the award (see above). But keep in mind: this only applies if they usually work on that day. For example, a part timer in Queensland who generally works Tuesday to Thursday probably wouldn’t get paid the public holidays because there’s no public holiday on those weekdays. Check your award/agreement to be sure! If your award dictates how rostered days off work, you should check to see if staff with an RDO on a public holiday are still paid. In some states, some kinds of businesses are not permitted to open on public holidays due to trading regulations. If this applies, you will probably still be required to pay staff who would otherwise work on that weekday. Again, if you’re not sure, it’s best to ask. Staff who work on a day that isn’t a public holiday Keep in mind that the rest of the award doesn’t shut off just because it’s Easter. For example, if you are in Tasmania and pay Saturday rates, you’ll still need to pay these on Easter Saturday (which is not a public holiday for you). Did you know… If an employee takes sick leave around a public holiday (eg. Thursday April 24 to Monday April 28), they still get paid the public holiday if they were otherwise supposed to work that day (ie. full/part time) If an employee takes annual leave, public holidays during the leave period don’t count towards their annual leave balance Public holidays do not need to be paid for staff on unpaid leave Staff cannot be forced to work on a public holiday if they have reasonable grounds for doing so. Common reasons include: the amount of notice given, family responsibilities (especially over Easter), and whether one could reasonably expect the business to be open on a public holiday. Tanda’s employee time clocks automatically interpret industry awards – including public holidays – so you can be sure you paid staff right, without tedious manually data entry Add the Fair Work Infoline to your speed dial, they are always happy to help. The number to call for any payroll queries is 131 394. Note: none of the above constitutes formal payroll advice. Always check with your accountant, bookkeeper, or Fair Work.
Industry Insights |
Giving Employee Feedback: 7 Ways to Constructively Deliver Bad News
Wouldn’t management be so much easier if everyone just did their job? You might feel sometimes like your job description would better match that of a babysitter than a business manager. But the sad fact is, unless you provide your staff with proper leadership; productivity, efficiency, morale, and overall quality of work will suffer. Part of effective management is providing your personnel with feedback when they’ve done something incorrectly, or perhaps just less correctly than you would prefer. Ideally, you want to train your workforce to act as you would in a given situation. This takes time, patience, and consistent positive reinforcement. So how can you communicate to your beautiful and unique snowflakes that they’re not meeting your standards without alienating, offending, or irritating them? Here is a list of best practices that can help you deliver a difficult message in ways that will improve employee attitude, engagement, and performance. 1. Focus on Positives Even if you’ve been stuck with the worst employee in the world, even if they come into work smelling like a Cypress Hill concert in un-ironed slacks made of organic hemp, you’ve got to find a silver lining. To be clear, this doesn’t mean sugar-coating the negatives. It just means balancing criticism with praise. Build employee confidence first, then present avenues for improvement. The thing to remember about creating a harmonious work environment is it begins and ends with being nice. The simplest gestures can prevent resentment, discontentment, and hurt feelings. Keep your employees happy, and you’ll be a much happier manager. 2. Objectivity This can be tough. It’s important not to let your emotions get in the way of effective management. Subjectivity can get you into all sorts of trouble: favouritism, nepotism, and a plethora of other –isms worth avoiding. A cool head is needed for command decisions, plus your employees will reflect the attitudes you present to them. Come to work angry, and you’re likely to look out and see an office rife with cantankerousness. 3. Always Deliver Negative Feedback in Person It’s a busy day, you hear a bad report, and you want to get it handled quickly. So you just shoot of an email with a textual reprimand. A very tempting scenario, but not the best idea. People can read into messages more or less than you intend. If there’s a problem with an employee important enough for you to respond personally, then it’s important enough to respond to it in person. 4. Time your Feedback Correctly Timing is everything. You have to take the opportune moment. For minor infractions, or something of a sensitive nature (a conflict between employees for example), allow a bit of time to pass so that tempers might cool before addressing the situation. Similarly, don’t call an employee out in front of their peers. Wait for the right moment, when they’re not under scrutiny, to approach. You don’t want to embarrass an employee, and you never know what can get the blood running to someone’s cheeks. 5. Location, Location, Location Along the same lines as timing, the location of a performance review can have a great impact on how receptive an employee might be to your suggestions. Go to an empty conference room, any neutral ground will do. 6. Pay Attention to How You’re Being Perceived This means watching your phrasing and body language. Present problems in a sympathetic light, and avoid negative syntax: “I don’t think… You shouldn’t… This isn’t…” Maintain eye contact, without being creepy. Keep gesticulations, mannerisms, and movements calm and casual. Aggression is an animal instinct, don’t release the beast during a performance review. 7. Be Clear With Your Criticisms, Leave No Room for Interpretation Convey your meaning quickly, clearly, and without ambiguity. Be direct with your employees, let them know exactly what you disapprove of, how they can improve, and if there’s a need for it: a warning as to what continued instances of the undesired behavior will result in. Alternatively, reinforce desired actions. If they’ve done anything right at all, mention it, and offer praise. Building an effective team is a complicated process, but armed with common sense and a healthy dose of positivity, you can put together an office environment that runs like a well-oiled machine.