5 Restaurant Solutions and Technology You Need to Succeed
Restaurant solutions and technologies should be incorporated in any restaurant’s day-to-day operations in order to succeed. Whether you are an up and coming restaurateur or an industry veteran, your restaurant’s ability to constantly innovate can be the difference between success or being in shambles.
With that in mind, here are five restaurant solutions restaurant owners need to have to innovate and rise above the competition:
One of the coolest things we’ve seen from the restaurant industry this past decade is the advent of electronic ordering.
Some restaurants are now using tablets, smartphones, or a touch-screen based kiosk instead of paper menus and static display signages. This high-touch-high-tech innovation lets customers see better the item they are about to order.
What’s convenient is that digital menus allow you to change menu items and revise prices instantly, without the need to reprint a new batch of menus. Digital menus can also show interesting content that your customers can enjoy while waiting for their order. Some tabletop restaurant solutions even let customers not only order the items they want but also pay for them without asking for the check.
According to a Cornell University study, restaurants that installed an electronic ordering system increased their table turnover, among other benefits.
There are tons of electronic ordering solutions available online. Some companies offer to install electronic menus in your own iPads or Android tablets. Others, like Ziosk, offer a dedicated tabletop ordering system with additional features such as cashless payments and fun games for the kids.
Cloud-Based Point-of-Sale Solutions
The Point-of-Sale or PoS is the cornerstone of any restaurant’s front-of-house: it processes orders for kitchen crew, generates checks for customers, and records transactions on a daily basis.
As the industry becomes more competitive, the Point-of-Sale has stepped up its game, too, with the rise of cloud-based PoS.
Leveraging on the cloud expands your PoS’ capabilities. Food Newsfeed wrote in-depth on the benefits of cloud-based Point-of-Sale. According to the article, cloud-based PoS enables restaurants to increase their profitability with better insights. This is especially true if the cloud-based Point-of-Sale can integrate multiple forms of data with each other, such as transactions, inventory, and employee schedules. It can also instantly add new features as it is released.
As it is connected to the internet, the cloud-based PoS can minimize business risk with better security and off-site data backups. Finally, it can also minimize labor costs with costly human errors minimized.
Clover is one of the most flexible cloud-based PoS restaurant solutions available in the market today.
For restaurateurs who are starting from scratch, they have a small countertop or handheld PoS stations that accept even the latest EMV and NFC payments. And for established restaurants, Clover also works well with existing PoS machines. It can connect to the internet via WiFi, 3G, or Ethernet and it can store sales data offline for up to seven days.
Restaurant Inventory Management Software
Inventory can make or break your restaurant: doing it right controls your restaurant’s food costs, which improves profitability. However, inventory is quite a chore, involving numerous man hours of countless tasks.
Using a restaurant inventory management software can lessen the stress that comes with inventory. According to this Medium post by Daphne Blake, using a restaurant inventory management software can automate and optimize the supply chain. It can track and order inventory with a simple click of a button. And of course, using that software gives you an accurate picture of your restaurant’s inventory.
Cloud-based restaurant inventory management software is a better option for today’s restaurant market. SimpleOrder and MarketMan are excellent restaurant solutions, with both having extensive features and powerful integrations with other software.
Reservation and Waitlist Applications
Part of the day-to-day restaurant business involve hosts taking reservations on the phone. And on a busy day, such as the weekend dinner service, your restaurant will also have a queue of customers waiting to be served.
Mismanaging a restaurant’s reservation and waiting list can result on a lot of no-shows and walk aways. This may cause terrible online reviews, without them even tasting your offerings.
Restaurant reservation and waitlist applications bring this essential process to the modern age.
Customers can now use their smartphones to book reservations in advance, with SMS and email notifications that will remind them on or before the day itself. For the benefit of walk-in customers, leveraging on the same system enables restaurateurs to even ditch costly pager systems.
With this new system, customers can make the most of their wait time with other activities, such as shopping at nearby stores. The application can give an accurate wait time and notify customers whenever their table is ready.
NoWait, which was recently acquired by Yelp, can also let your restaurant waitlist customers through a smartphone app.
Workforce Management Software
At the core of any restaurant is the people running it.
No matter how much tech a restaurant possess, it is still up to the staff to deliver top-notch service all the time.
Workforce management will require the lion’s share of the restaurateur’s time. In fact, hundreds of restaurant owners surveyed by TouchBistro said that rostering is the number one pain point they face in the business. Some restaurant owners would spend 8-12 hours a week just on rostering, payroll, and making adjustments. This is just to make sure that no shift is understaffed, and the right people are working during the right shifts. That’s a lot of time that could have been spent on more valuable activities such as innovating the restaurant’s menu or crafting a creative marketing and promotions strategy.
Offloading to a feature-rich workforce management solution can streamline the entire process for restaurant owners, enabling them to focus more on the core business.
Tanda provides restaurants with all the tools and solutions they need to manage their workforce. It helps restaurants optimize their operations for a smooth running business. With Tanda, restaurateurs can quickly build weekly rosters with a drag-and-drop interface and send it instantly to staff via SMS and email. They can also track time and attendance accurately as they go with the Tanda Time Clock app.
With Tanda’s technology, restaurateurs spend less time on administrative tasks. Timesheets are automatically calculated with pre-set rules for accurate payroll, and Tanda easily integrates with existing best-of-breed payroll software, decreasing the hassles of making sure each staff gets the right salary on payday.
Click here to find out more on how Tanda streamlines workforce management for restaurants.
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.