U-Turn Restaurant: Turn the poor reputation of restaurants into action plans!

Did you ever use GPS and went to your destination? Does the voice tell you to make a "legal turn" in the shortest possible time? Or guides you to look for the next block? I know this has happened to me. Sometimes it is just the wrong way. This does not mean that you can not turn around and go back to where it should be. The same restaurant industry. Maybe you made a bad turn or missed some options, but that does not mean you have to give up. He came back to the field. It requires a lot of work and determination, but it can handle it.

A restaurant with a bad reputation offers a unique opportunity to redeem yourself in their community. Simply because your restaurant is in a negative position in the community does not mean that things can not be turned to the right.

How do I recognize if my restaurant performs poorly?

  • Lose a daily sale?
  • Is the worst for you RED?
  • Do you get so many customer complaints?
  • Is the dining room half full in peak time?
  • do you get a negative comment card?
  • Do you find it difficult to keep the staff?
  • Do not you get a negative rating from the health department?

If you answered yes to these questions, it could be a serious threat. Most people can tell you to close the doors and start from the beginning. Really, you're losing money and closing the doors can lead to total loss. It is best to stay open and sit down with your management staff and supervisors and create a work plan to solve the problem. Make a plan for each question and set a time to resolve the problem. Remember, every day you wait, you lose more money.

You Must Do This:

  1. Collect owners, managers, supervisors, and key staff members to discuss the success of your restaurants.
    • Use your feedback to make a list of what should be recorded in your restaurant.
    • Highlight the most important issues to address the least important issues.
    • Have these people take some time to think about ways to solve problems.
  2. Make an Action Plan.
    • Let's start with the big question, and owners, managers, managers, and supervisors set out ideas on how to solve this problem.
    • Make sure your action plan is based on realistic, unambiguous actions that are built on one another; the measures must be measurable and have the date of termination.
    • Assignment and allocation of action elements to owners, executives, managers, supervisors, and key employees.
    • It is important for progress to give you time and guidance.
  3. Implementation of the Action Plan.
    • Assigns each person's specific responsibility to resolve the problem.
    • If the first action plan does not pass, do not give up. Just pinpoint your current approach, try another approach or move on to another question that would make it difficult to solve this problem.
    • If someone does not do that, talk about why it does not work and determine what will help to fully participate. This may be an opportunity to ascertain whether one or more managers or employees are actually causing some problems.
  4. If you find a manager or an employee causes one or more problems, then there are several options.
    • Verbally discuss your concerns with this person and ask them how I would like to improve themselves. Offer suggestions if they are not ready to show their own ideas. Discuss the deadline to resolve problems and take responsibility.
      • Ideas may be: supplementary training, other job roles, less busy timing for your schedule changes, attitude change or anything that suits this situation
      • Behavior
    • If Behavior is Not Changed within a specified period, a written record may be required for the employee with a written action plan to correct the problem. The person signs the action plan and agrees to follow the plan within the specified time.
    • If the behavior continues with the written plan, either you can make the second note or even consider abolishing the employee. Make sure you keep the written paper track to protect yourself and keep track of it. If you do nothing, you will apologize for their behavior and create a negative domino effect that can cause even more problems and more employees who do not follow the policy you create.

Like a piece of a pie section you want to capture for the first time. Fix a slice of the slice before going to the second slice of the pie. If you buy too many slices at once, they are overwhelmed and frustrated. This results in an error. There was some time to reach this level, so take the time to fix it.

If you're on the wrong track, maybe it's time to make an U-turn! Brainstorm to reveal your problems. Light up an action plan. Complete your action plan. Place the restaurant in the right path.

Source by sbobet

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