In the 80s, the introduction of a company culture was made in America and has since expanded to all professional fields. For most workplaces, adding more perks for the employers will do the trick, however, not in case of restaurants. You’ll have to be creative to instill core values within your employees and establish a culture effectively.
What does Restaurant Company Culture Imply?
Deloitte’s Human Capital’s recent survey reveals that 86% of employees value the importance of company culture whereas 26% claim that they understand their company’s culture where they work. So what defines culture and how does it affect the system of a company?
Culture means your company’s belief system and the behaviors that are aligned with it. Running a successful restaurant is impossible nowadays without creating an effective culture as it’s not anything superficial. Your restaurant’s culture is engraved on your employees face as they greet guests. It’s deeply rooted within your kitchen environment and how your managers treat your staff. It’s the embodiment of a central purpose around which your business revolves. Customers can sense it and therefore they won’t come back to a place that doesn’t have any cohesion.
Let’s discuss now how you can identify your particular values and culture.
As an owner, the choice on how to run your business and what is a most important aspect of it lies entirely within your hands. Don’t just try to discipline your staff strictly, instead pick a few values that are aligned with you and them. You can take a survey for this from your staff, so you know that you’re on the same page with them. Taking people on board will make them feel important, and therefore they’ll also own the values that you finally decide upon.
Creation of Core Values
While listing down values, be concrete about them. Don’t go for vague things as “not be late” but rather simplify things. Having simpler goals will help your staff to follow them easily. Don’t have any negatives within your core values such as “Don’t ignore any customer.” This point is valid; however, people won’t get on board with this as negatives only imply rules.
Supporting Your Culture
After shortlisting a few core values, it’s about time you write them down on how you are planning to achieve them. Again, you can sit with your management and brainstorm the action plan. For example, you want to promote timelines. It’s important that you go specifically on things such as “Greet the guests within two minutes of seating.” Core values are a form of different tiers, and each tier has its place.
Lastly, it’s important to understand that developing a culture takes time, therefore, be patient. Only write values that you are willing to work towards.
By seeing you adapt to them, the employees will get motivated and would start developing them as well. Don’t be afraid to commit mistakes and learn from them. Talk to your employees and listen to their concerns so that you can develop a sound culture within your restaurant.