4 Tips to Maximize Table Turnover and Staff Productivity
The pressure is on to maximize table turnover and your entire staff’s productivity at your restaurant: on one end, you have no empty tables with more customers hanging out outside or by the bar, waiting to be served. On the other, your team is pushed to serve every dish and bus out every plate as soon as possible so that other people can enjoy what you have to offer.
Peak times are a double-edged sword for restaurateurs. The quicker your service during peak hours, the higher the revenue you will generate. Here are 3 tips on how restaurateurs can maximize table turnover and increase in staff productivity during peak hours:
Train Hosts and Servers to Communicate
When hosts and servers communicate effectively, an organized seating and reservation system for your restaurant will be possible. With it, you’ll avoid having tables sitting idly for 5-10 minutes after it’s cleaned.
To avoid lost productivity during peak hours, train your hosts to pre-assign tables to those who are in line. Apart from that, you should also train your servers to signal the busser to clear off the tables as soon as the check is collected, and let the hosts know that their table will be ready for the next guest shortly.
When communication between hosts and servers is constant and clear, guests who are next in line would be seated almost immediately.
Serve Them Immediately
National Restaurant Consultants president David Kincheloe says that you’d want to have a table turn three times during a 5-10 P.M. dinner period. The best way to do so is not by rushing your customers to leave, but by ensuring that service is swift during peak hours for a quicker table turnover.
Maximize table turnover by making sure that servers arrive at their assigned tables within a minute after customers are seated. Have them serve water and take drink orders immediately. Ask customers if they have dined at the restaurant before. If so, just give them a quick refresher on the menu instead of the full rundown. If there’s a large party seated (usually six people or more), have two or more servers assigned to the table so that you can get orders quicker.
Bus Out Like Clockwork
Instruct busboys to clear off plates as soon as customers finish their meals, but of course, in a way that won’t seem like you’re rushing them.
Don’t wait for your customers to ask for the check. Have servers ask if they want the check already as soon as they are finishing up their dessert. Make sure pre-rolled silverware are on standby. This allows you to reset tables as quickly as possible, and therefore, maximize table turnover.
Leverage More Technology for the Restaurant
Consider using more tech solutions for your restaurant to not just simply stand out, but also become more efficient.
Install seat charting software to track seating plans and reservations. Use a tablet-based menu system (such as Ziosk) and contactless payment solutions so that customers can order and pay even without the servers. And beyond the front-of-house, leveraging on agile, cloud-based workforce management solutions to track attendance and manage shift schedules, among other things.
Peak hours should always be a welcome sight for your restaurant business. Following these tips will ensure that you’ll get the most out of your staff and business during these special times of the day.
Industry Insights |
The 3 Secrets of Workplace Productivity
So I’ll tell you a little secret. Micromanagement sucks. But workplace productivity rules! Having an insipid, contemptuous, and overtly nosy corporate shill craning their necks over your shoulder in an attempt to “encourage” productivity will guarantee Lowered morale. Fortunately, there is a valid alternative. Thanks to the miracles of modern behavioural science, we can proclaim that human beings are fairly predictable. There are certain scenarios in which we are likely to thrive, and others in which we are sure to falter. For an entrepreneur running a small business, it’s absolutely imperative to cultivate an environment featuring more of the former. So what do your employees respond to? According to current psychological consensus, we are more likely to jump at opportunities that offer us chances to achieve great things upon our own initiative. In other words, we crave mastery and autonomy. 1. Mastery So how do you turn new hires into master employees? You can’t just throw an intern into deep waters and expect him/her to swim right off the bat, no more than you could throw an amateur boxer in against Floyd Mayweather. Both would instantly be overwhelmed. It’s important for workers to feel comfortable, but still challenged. Your job as a manager is to examine an employee’s strengths and weaknesses, then match them with an achievable yet demanding task. Said task should fit in with the ultimate goals of the company at large. Aligning a skill that your employees can master with the purpose that your company serves, will engender feelings of belonging. This leads to a tribe mentality that can unite the workforce in pursuit of something greater than self-interest. That does not mean, however that there is no place for self-interest in the equation. 2. Autonomy It’s not enough to just be a master, you want to be your own master: a self-directed dynamo, capable of manipulating your environment and bending it to your will. The same is true for your employees. They don’t need an overseer. They need a collaborator. As a manager, you may think your job is to tell everyone what to do. You’re wrong. Your vocation is to teach employees never to come to you with only problems and no solutions. You’ve got to allow your employees the freedom to come up with their own remedies, and the trust to administer them with whatever methodology they see fit. 3. Incentives People are intrinsically motivated to a powerful degree. It’s true that fiscal incentives can determine behaviour also. You do have to reward your employees for good work. The freedom to act and excel will only go so far if there are bills to be paid. So the obvious solution is to enact both incentives in circumstances suitable to each. The trick is recognizing what actions are compatible with monetary incentives, and which are best served through the intrinsic worth an employee might place upon them. The rule of thumb is to correlate the goal with the incentive. If you’re looking for compliance, adherence to a set of behaviors that will result in success, monetary rewards are the way to go. If you’re looking for creativity, an innovative approach to a situation, then giving the employee freedom is your best bet. Furthermore, you want to judge your approach on an individual basis. Get to know your employees and learn their habits. This is another avenue in which offering autonomy will help. If your employees view management as collaborators rather than overseers, you’re at least twice as likely to be able to get to know them on a personal level. This is part of an ongoing series by Tanda to help business owners do better business. Tanda’s mission is to make it easier for employers to create jobs and manage staff. We do this by helping managers understand and reduce staff costs. Our product features include rostering, time-clocks and award interpretation.
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What is the Contingent Workforce and how can you leverage it in your business?
Phil caught up with the team at Sidekicker to learn more about how the contingent workforce is shaping successful workforces of the future. When we think of the contingent or temp workforce, we imagine the young Christmas casual or the temp that fills in at reception. These caricatures don’t inspire visions of influence and power and they certainly don’t appear as the kind of people that will have immense pull over the shape of the future. However, these workers are not only integral to keeping businesses moving but when they are empowered and treated right, they’re set to resculpt the entire employment landscape. What is the Contingent Workforce? Far more diverse than our initial imaginings of the temp receptionist, the contingent workforce is a subsection of the broader workforce that works flexibly. This includes casuals, contractors, and temps across a wide range of skill sets and capabilities. Contingent workers may choose to work for one business at a time or make up their working schedules across a variety of employers – but they are defined by their flexibility and impermanence. For businesses, these flexible workers solve a number of problems. From assisting in times of peak demand, covering for absent workers, lending external expertise, or allowing businesses safer, and simpler scalability, contingent workers allow businesses to improve productivity without the risk of additional permanent wages. How does the Contingent Workforce generate influence? Today, the contingent workforce makes up more than one-third of the entire AU/NZ workforce. This number is growing rapidly, and with it, the opportunity for businesses to benefit from the flexibility these workers bring. As the size and saturation of the contingent workforce grows – so too do the impacts they have on the way businesses and workers see employment. With 163,000 new contingent workers joining the workforce in recent years, and early results from 2017 showing considerable growth in both people looking for flexible opportunities, and businesses offering them – the size of this labour pool is only set to increase. Research shows that many senior HR Managers expect the contingent share of the workforce to grow to almost 50%. The bigger the size of the workforce and the more businesses that benefit, the more the impacts of bringing in contingent workers are amplified. In this way, the contingent workforce begins to exert greater influence over the working landscape. What does this power mean for the future? The impacts of this growing, flexible workforce are already beginning to manifest in a handful of ways. These considerations are integral to how flexible workers will be dealt with in future and what the landscape could look like. 1. Contingent workers are changing management styles. As more and more business engage contingent workers, they create situations where permanent and temporary staff must cooperate regularly to achieve business goals. This will force managers to reconsider the way they deal with their teams. How do you unite and motivate a team who aren’t always together? 2. Contingent workers are changing the way staff are engaged. The more the contingent workforce grows, the more it drives development of technology that supports it. As technology gets better, more and more connections between businesses and the appropriate flexible workers will happen digitally and simultaneously – making employee engagement simpler and allowing staffing managers to focus on other aspects of their role. 3. Contingent workers are changing the quality of the contingent workforce. With more businesses recognising the value in flexible engagements, the more they will engage the third party recruitment firms that know where to access them. Because it is in the best interests of these firms to present only the top-tier candidates, the overall pool of flexible workers will improve. The top-tier will build skills through constant engagement and the remaining talent will need to work to improve their performance to access opportunities. Growing at a rapid pace and picking up considerable influence, the contingent workforce is something businesses can no longer ignore. While recognising and leveraging their benefits in your business is a great first step – it’s important to understand how you will respond to the trends they are creating. To learn more about how flexible workers are impacting the future of work, check out the Contingent Workforces eBook here.
Industry Insights |
Closing Time for 2018: Penalty rates, employee turnovers, and other Australian labour trends
Another year of business has come and gone. The ever-changing landscape is continuously breeding innovations. FW penalty rates are rolling out and turnovers are still unstable. Need help gauging your business plan for the coming year? Here’s a quick look at the major factors in the Australian economy: Awards, Penalty Rates, and Wages • Changes in penalty rates for the retail industry were announced last month. Changes will roll out over the coming years, mostly affecting casual employees and weekend shifts. Other industries’ awards continued to roll out this year, some of which were hospitality, pharmacy, and fast food. • The Fair Work Ombudsman apprehended and/or penalised businesses for improper payroll processing and/or treatment of staff, resulting in underpayment of employees. This year’s reports amounted to over $10 million for probing into multiple businesses nationwide. • When it came to labour issues, three industries had the most number of issues. The industries are: fast food, restaurant, hospitality, transportation, or manufacturing. Read more: Australian Penalty Rates: Retail Industry Update (Nov. 2018) Wage Growth and Employment Rates • Slow wage growth has continuously been affecting businesses and staff alike in 2018. Managers need to change this in order to reduce low-wage, low-quality jobs, and joblessness. The OECD Employment Outlook reports that the overall worsening of the wages in Australia is associated with decreased earnings of staff, which resulted in the rise of involuntary part-time unemployment. • The OECD also reported that 67% of Australia’s workforce is between the ages of 15-74. They indicated that the employment rate is expected to rise in the coming year. This counters the country’s 5.5% unemployment rate of 2018. • The DJSB conducted a study that suggests businesses use a digital and data ecosystem for streamlined operations. This is from seeking staff, to onboarding, and down to paying them. Several sources stated that incorrectly paying staff is one of the most common reasons why employees seek jobs elsewhere. • In terms of employee turnover, AI Group reports that Hospitality is still the industry with the most people changing jobs. Around 16% of the industry’s workforce changed employers/business in a span of 12 months; while Retail and Manufacturing reported a 7% turnover rate, and Healthcare at 5%. • Australia’s labour market remains diverse, with another study by the DJSB stating that the 3 largest-employing industries are Healthcare (13.4%), Retail (10.3%), and Construction (9.4%). Read more: Wage theft is on a roll: Sushi as a symbol of unpaid wages Automating Businesses in the Digital Economy • The Treasury recently published a discussion paper about the digitalised economy of Australia. Their report estimated that the GDP per person in Australia is around $5,000 higher, thanks to the digital economy. • The same report also mentioned The G20/OECD Base Erosion and Profit Shifting Project. They focused on improving tax frameworks by digitalising solutions. They also aim to increase ‘the capacity of businesses to have a significant market presence without being liable to taxation.’ • In an effort to kick off the BEPS project and to lessen breaches in wage laws, the Australian Taxation Office implemented last July the Single Touch Payroll, where businesses were required to use software that can send tax and super information directly to the ATO. • ASBFEO suggests that businesses move to using software for better management, especially when it comes to data, finance, and human resource management. Companies that use digital services to operate ‘save an average of around 10 hours a week’. They ‘subsequently increase annual revenue by almost a third’. Read more: Introducing Live Insights: Using real-time staffing to secure your business Digitalisation is becoming a part of economic policies. We can definitely expect a lot more trends and solutions to come up in the coming years. Technology has started to become an indispensable part of running a business and working out the never-ending wage and staffing problem are already being solved with specialised software as we speak. What other innovations do you predict will come this 2019? Curious to know more about a workforce management system that can help your business get better this 2019? Book your FREE demo today.