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  • Generation “why?” Three helpful approaches to getting young restaurant staff on board with new ideas
    their staff This starts with answering the question Why bother Your staff loves change but they hate transition The fact is that the success of these new initiatives will be driven by your front line staff Because I said so is rarely the precursor to the launch of a successful idea I m not sure that the command and control stance worked all that well with Generation X but I know it is not the recipe for success with Gen Y approx age 20 30 In fact I like to call them Generation WHY This group wants to know why you do everything you do in your business why it matters to your guests why it creates a competitive point of difference and in particular why it matters to them your staff Getting the team on board That said here are few helpful approaches to consider when getting your team on board with new ideas Frame the benefits Explain why this new trend is right for your concept how it fits with what already exists and why implementing this trend into the business will build on the overall brand Your staff may like the way things are now and need reasons to invest in new ideas Answer the question What s in it for me Customers are always looking for something fresh and happy customers mean more customers More happy customers equals higher revenue and higher tips Everybody wins Get creative and make sure that your staff help guests truly connect with the experience and everything that your concept has added when adopting these new trends Educate The more you involve your team in the process the more ownership they have over the outcome The best operators tend to be the best teachers You can spend your time demanding change

    Original URL path: http://restaurantcentral.ca/trainingGenerationYrestaurantstaff.aspx (2016-02-14)
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  • Meet the CRFA Chair: Susan Senecal, Chief Marketing Officer, A&W Food Services Canada
    last year and 773 locations across the country Senecal says it s clear she made the right decision I love people I love action I love the incredibly fast feedback and turnaround and ability to make change that we see in the restaurant business so business started to take on more of an allure for me says Senecal When it came time to look for work after graduation she answered an ad for an assistant manager trainee at an A W restaurant in Montreal and got the job I thought that would be a great way to learn about business I frankly didn t have an intention of staying in the restaurant business at that time But her future was sealed when she got a phone call from a pharmaceutical company offering her a job interview Senecal turned down the interview without a second thought That s when it hit her When I hung up the phone I suddenly had this realization that if I wasn t happy in what I was doing I would ve jumped and tried to figure out how to do something different she says So it really made me realize that after only six weeks I was hooked Iconic brand Senecal has been at the iconic burgers and root beer chain ever since After several career promotions with A W in la belle province she moved to Vancouver and continued to progress within the company She took on her current role last year One of the things that has kept her in the restaurant industry for over 20 years is instant feedback You can make a decision at 11 45 and by 12 15 you know whether you re a genius or a fool she says with a chuckle You get to figure that out really quickly which is one of the pieces of magic I think in this industry But the top reason that keeps her constantly motivated is the relationships with happy customers In some cases visiting a restaurant is almost a necessity with how they run their lives when they re busy and in other cases it can have the qualities of friendship Over time they become friends almost ambassadors for our business she says Embraces CRFA role And aside from helping fellow restaurateurs those customers are a major reason why she has embraced a new role as CRFA s incoming chair for 2013 2014 My goal is to think about how we continue to be really effective and how we continue to grow the association in a healthy way that allows us to continue our strong and positive influence so that Canadians can continue to enjoy what they clearly enjoy which is eating at restaurants she says citing CRFA research that shows half of all Canadians visit a restaurant daily Senecal is ready to lead the 30 member CRFA board of directors representing all provinces and all segments of the industry as they continue to work on behalf of restaurateurs as

    Original URL path: http://restaurantcentral.ca/CRFAChairSusanSenecalAWFoodServicesCanada.aspx (2016-02-14)
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  • From the ground up: Annie Young-Scrivner President, Canada, Starbucks Coffee Company
    not have a large percentage of farmable land In Inner Mongolia which is desert like sandy conditions we found an aqueduct that was 10 miles deep and piped into it and converted to farmable land We built roads we worked with the local schools and helped them build libraries Young Scrivner s group was recognized by Chinese Premier Wen Jiabao for their contribution to the area Brings experience home Family ties began to pull Young Scrivner s husband and once high school sweetheart began yearning for familiar settings in an English speaking country so off to Chicago they went She took on a role as chief marketing officer and vice president of sales for PepsiCo brand Quaker Food Snacks In 2009 Young Scrivner met Howard Schultz chairman and CEO of Starbucks Schultz brought her on as global chief marketing officer and president of Tazo tea She was responsible for building the coffee espresso tea and merchandise products sold throughout the company She also had responsibility for research development quality assurance the creative studio rewards and social and digital media Then came the opportunity the pleasure as Young Scrivner states to come to Canada Oversees growth Starbucks is healthy it s growing it s our largest business outside the U S Young Scrivner says of the Canadian market I m very fortunate to follow Colin Moore who essentially led the start up in Canada and now I see us in very much our second phase of growth We re focused on reaching our full potential across the country and we have a tremendous opportunity ahead We have over 1 200 stores and this is going to be a record breaking year for us opening over 150 stores by the end of September this year The to do list is big Talent development is a large focus for Starbucks as is building the brand in Quebec On top of strategy and ensuring the company sticks to annual plans Young Scrivner also takes part in listening tours across the country gaining feedback from customers and partners Starbucks refers to its employees as partners as they all own shares in the company Percolates passion Percolating passion Young Scrivner has no shortage of ambitions and affection for her company I have to feel a love for the brand and I love the Starbucks brand she says I was a customer before I was a partner I think what attracts me to retailing and to consumer packaged business is the connectivity to customers the intimacy In particular with Starbucks at the centre of our brand we really talk about moments of connection We look at our store as that environment where we have an opportunity to make everyone s day The connection theme is a big part of Starbucks marketing Not known for spending big dollars on advertising the company is known for its social media prowess and also puts a big focus on product and people development Emphasizes connection It s interesting says Young Scrivner

    Original URL path: http://restaurantcentral.ca/AnnieYoungScrivnerStarbucksCanada.aspx (2016-02-14)
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  • JobsNL: Newfoundland’s new wage subsidy program
    Newfoundland s new wage subsidy program August 26 2013 Tweet Leave a comment Newfoundland s new enhanced wage subsidy program can help CRFA members find employees JobsNL combines a number of wage subsidy programs under one umbrella These programs include NL Works NL Wage Subsidy Graduate Employment Program and Wage Subsidy for Persons with Disabilities JobsNL provides funding to employers to create employment opportunities The program supports employer employee connections

    Original URL path: http://restaurantcentral.ca/JobsNLNewfoundlandnewwagesubsidyprogram.aspx (2016-02-14)
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  • Help wanted: Labour demand in Canada’s restaurant industry
    other local businesses Link Click here Diane Chiasson Chris Elliott Roger Mittag Janine Windsor Devon Peart Chad Finkelstein Kristin Menas Liana Robberecht Jordan Knox Go Help wanted Labour demand in Canada s restaurant industry September 19 2012 Tweet Leave a comment With more baby boomers starting to think about retirement and fewer young people predicted to enter the work force over the next decade Canada s restaurant industry will continue to face a chronic shortage of workers to fill in the gaps Here s a statistical look at how those challenges may shape up by 2030 1 118 600 Number of restaurant workers in 2011 1 322 000 Projected demand for restaurant workers in 2020 76 500 Projected shortage of restaurant workers in 2020 full year jobs 136 700 Projected shortage of restaurant workers in 2030 full year jobs Share of restaurant operators currently having difficultly filling positions for 79 Cooks 54 Food and beverage servers 51 Food service attendants and kitchen helpers Occupations with the largest expected labour shortages by 2030 full year jobs 42 700 Food counter attendants and kitchen helpers 38 800 Food and beverage servers 20 500 Cooks 8 700 Bartenders Population trends 4 600 000

    Original URL path: http://restaurantcentral.ca/LabourdemandinCanadasrestaurantindustry.aspx (2016-02-14)
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  • Tips for attracting and building a high-performing restaurant team
    of the options available to them why does a strong candidate choose one business over another Every firm should be able to provide a persuasive argument that is more enticing than its competition as to what they can offer a good employee This could include flexible schedules guaranteed hours health benefits opportunities for promotions professional management job perks or higher pay An operator who cannot offer an appealing mix of these benefits superior to their competitors will have little hope of attracting top talent Even more than these specific employment conditions the quality and reputation of the operation can be the best recruiting tool Good people want to work in environments that are organized professionally run have a reputation for delivering superior quality and service and will give them an opportunity for personal success Setting and maintaining high standards will enhance operational performance and help to attract the best candidates Develop a human resource strategy What role should employees play within the organization and what characteristics will make them successful Understanding what is needed from employees in each position is crucial to being able to identify applicants who are likely to perform well Some important considerations may include Training programs Organizations that provide thorough training can hire candidates with great attitudes strong work ethics and dynamic personalities even if they lack job experience Otherwise firms must hire people with specific experience which often comes at a wage premium and requires that they correct learned behaviours that may be inconsistent with those currently desired Nature of work Understanding the work environment and organizational culture will help identify the types of candidates that may be a good fit Will employees be required to work independently or as part of a team Do guests want highly personalized and engaging service from the staff or are they looking for consistent friendly and professional service Seasonality Does the business see significant seasonal swings in sales If so staffing requirements may vary greatly and may place a huge strain on an operation s ability to maintain consistently high levels of performance Increasing the use of part time employees hiring candidates that have similar seasonal availability and training new employees that may return for several seasons are just some of the strategies that can be used Evaluate personnel requirements Good organizations are always recruiting and should always be able to find room for a strong applicant Good candidates are rare so the organization must be prepared to move quickly should one become available This is easier to do if the operation makes more extensive use of part time employees Identifying immediate and long term staffing needs will also help to outline the employee s role in the organization Knowing the total number of staff needed to properly schedule cooks for weekday lunch shifts or that weekends requires servers that can also work as bartenders helps to target recruiting communications and assess the fit of a candidate Engage in active recruiting Much like businesses use marketing to communicate

    Original URL path: http://restaurantcentral.ca/recruitingandtrainingrestaurantstaff.aspx (2016-02-14)
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  • Five innovative practices for sourcing and recruiting great frontline workers at restaurants and foodservice operations
    or coffee stops enroute If they are students at the local college the career centres can be a great resource as can local community or recreation centre bulletin boards 2 Engage your customers and vendors Most businesses already have brand ambassadors in their customers and vendors Let them know you are hiring You will be pleasantly surprised how many didn t know working with you is an option and would love the opportunity Customers can make great employees because they already know your brand and they are also a great source of referrals Promote your positions through signage in your restaurant website e newsletter on hold messages or takeout packaging Encourage your staff to get the word out to your delivery drivers and other vendors 3 Employee referrals Employee referrals are still one of the best sources of hiring great candidates Take your referral program up a notch Ask employees to like your Facebook page or send out a message you are hiring through Twitter or Facebook to all of their friends Workers today are sharing their opinions and criticisms to an average of almost 600 Facebook friends and untold numbers of Twitter followers Not taking advantage of this free word of mouth is a lost opportunity 4 PR Dollar for dollar PR can be a much more cost effective way to promote your organization as a great place to work and it can really give prospective employees a glimpse into the culture of the organization Find a newsworthy story about one of your staff or a great initiative your organization is undertaking and send out a press release or call a local reporter If your organization is sponsoring a community run or giving employees unique incentives such as trips to Mexico or other incentives these things make great news

    Original URL path: http://restaurantcentral.ca/recruitinggreatworkers.aspx (2016-02-14)
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  • Eight workplace safety responsibilities for restaurant employees and restaurant managers
    as the Internal Responsibility System IRS whereby everyone is responsible for health and safety This can be shared with new employees during their initial orientation and or used at staff meetings to reinforce the safety message Supervisor responsibilities Ensure that each employee has received an initial orientation before beginning work and that the orientation is documented Ensure that each employee is competent or receives training on safe operation of specific equipment or tasks before starting work on that project or equipment Ensure that each employee has been issued required personal protective equipment PPE before starting work on a project requiring PPE Complete a daily walk around safety check of the work area and promptly take corrective action for any identified hazards Periodically observe work performance of employees for compliance with safety requirements Provide training and take corrective action as necessary Document employee evaluations Set a good example for employees by following established safety rules and attending required training Complete a preliminary investigation of all accidents and report findings to management and authorities as required by law Provide information to management suggesting changes to work practices or equipment that will improve employee safety Employee responsibilities Follow established safety rules safety standards and training you receive Report unsafe conditions or actions to your supervisor or safety committee representative as soon as you become aware of them Report all injuries to your supervisor promptly regardless of the severity of an injury Report all near miss accidents to your supervisor promptly This may help avoid a similar incident in the future Always ensure and use personal protective equipment PPE that is in good working condition where and when it is required Do not remove or override any safety device or safeguard provided for employee protection Encourage co workers by your words and behavior to

    Original URL path: http://restaurantcentral.ca/restaurantsafetyresponsibilities.aspx (2016-02-14)
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