#OLIVE GARDEN SERVER TRAINING MANUAL HOW TO#
#OLIVE GARDEN SERVER TRAINING MANUAL CODE#

ThereвЂ™s an undeniable overlap among restaurants when it comes to operational processes, but your restaurant likely has its own unique way of doing business.

Rewarded behavior and fireable offenses.

Required attire (including grooming requirements).

An overview of expected conduct and behavior.

Clearly state that any behavior that detracts or threatens the working environment will not be tolerated. It's important to communicate that your staff should always feel safe, supported, and respected while at work.

#OLIVE GARDEN SERVER TRAINING MANUAL HOW TO#

Include rules about cell phone use, how to handle guest or staff conflicts, and punishable offenses.

#OLIVE GARDEN SERVER TRAINING MANUAL CODE#

Your workplace behavior section should mirror your core values and cover everything from dress code to how your staff should treat other team members, along with repercussions for failure to follow these guidelines. An important one is that it gives management the opportunity to hold everyone on staff accountable for their performance. Including a section in your restaurant employee handbook that outlines acceptable and unacceptable behavior at work is important for a variety of reasons. Whether you're a dive bar or a fine dining restaurant, a certain level of professionalism should always be expected in the workplace.

Your restaurantвЂ™s mission statement, if you have one.

A list of your restaurant's core values and why they were chosen.

Your employees should evaluate whether your core values align with their own, and the sooner they make that assessment, the better. Explaining your core values to new hires encourages them to do a gut check that theyвЂ™re working in the right place. A 2015 study by the Nielsen Group found that 66% of the global millennial population is willing to pay more to support brands that are вЂњcommitted to a positive social and environmental impact.вЂќД¬onsidering there are more than 80 million millennials in the U.S., you probably have a few on staff who feel the same way. Your restaurant should exist as more than a place of work. Your core values should highlight your restaurant's passion for food, service, and hospitality. Since these values should be unwavering, theyвЂ™re a guiding force for assessing how your restaurant is performing, whether youвЂ™re hiring the right people, and every challenge in between.

A legal disclaimer explaining the employee handbook is not a legal contractДanny Meyer, founder and CEO of Union Square Hospitality Group, says, вЂњYour core values are the way you behave while youвЂ™re attending to your culture.вЂќ As the culture of your restaurant changes, your core values should remain the same.

A brief outline of the following sections included in the handbook.

A handful of key takeaways about the restaurant's brand positioning and operations.

If you can be relatable and find common ground with your new hires, youвЂ™ve got a great chance of establishing their respect right off the bat. Include the history of your restaurant, and give your staff a taste of what made you want to be in the business.

The tone of your handbook should match the tone of your restaurant, so make it charming, make it quirky, whatever - make it sound like your team.ДЄ welcome letter from your founder or owner is a great way to engage your new employee and give them a reason to read on. DonвЂ™t feel like you need to be overly professional. Make yours as inviting and interesting as possible. The stronger the intro, the more likely employees will know it's worthwhile to read the handbook in its entirety. Your employee handbookвЂ™s introduction is your new hireвЂ™s first glimpse at your company. In this guide, weвЂ™ll walk through the steps to creating your own.Д«e honest - if you were given an instruction manual, would you read every single word? Yeah, me neither. Noting this, we've built a restaurant employee handbook template to help restaurant management and staff get on the same page about acceptable workplace behavior, expectations, and roles and responsibilities. And chances are, itвЂ™s already in your restaurant.Д¬ommunication between management and staff is such an important part of an employee retention strategy. Sometimes this is unavoidable, but thereвЂ™s a tool to stop this from happening. YouвЂ™re psyched about bringing on the new hire only to find yourself disappointed when they wind up uninspired and unsuccessful a few weeks into the job. HereвЂ™s a common scenario in restaurant management: YouвЂ™ve finally hired a great employee to fill that line cook job. The labor crisis is real, and restaurant professionals across the country are frustrated by the state of staffing. According to a recent report from Toast, restaurant owners and operators cite hiring, training, and staff retention as their biggest challenges in 2019.

Olive garden server training manual