Alianzas electorales - PARTIDOS POLÍTICOS LEY Y NORMAS REGLAMENTARIAS Y COMPLEMENTARIAS

Give Authority

When you delegate a job be sure that the necessary authority is also delegated. Most jobs need the skills plus the authority to get them accomplished. This also allows accountability from your personnel.

Communicate

When delegating a task, be sure you are clear about results expected, the time

Clearly

frame, the authority being given to perform the job, and the form and frequency of reporting back that you expect.

nsist on

Ask employees to report periodically on progress and problems. You want tobe

Feedback

able to give input in order to help them move the project along. Notice employee - initiated communication and manager - initiated communication.

Reward Good

Be sure to continually reward desired behavior. Find something positive about

Performance

the work and comment on that first. Keep giving verbal rewards on work well done.

De1egate and

It is important to know the results expected from the job. It is also important to

Review for

accept that the employee may have a better way of completing the task.

Specific Results

Don’t force people to do things “your way.”

SECTION: MANAGEMENT 2

revised 1.1.07

Topic Details

Cross Training

As a manager it is important to observe a trainee on their solo day to validate job knowledge and performance. Be sure to “sign-off’ on the new hire before letting them function on their own with the guests.

Training involves existing employees as well as new hires. Most employees should be cross-trained. Cross training allows employees to advance. It also allows flexibility in scheduled. Cross training should be handled the same way as training new employees. Cross training allows more effective use of employee talents.

Quality

Quality should be on the mind of the manager at all times. Product and staff

Assurance

quality must be checked before the guests detect any problems. Begin when you first arrive at your store. Check the exterior of the building for cleanliness and security. Follow the Management Checklists. Check the line carefully to be sure food is up to standards. Check carefully since this is where most problems occur. Look at the bar area for organization and cleanliness. Efficient bar staff will help to run a profitable bar.

Schedule service staff with the flow of business in mind. Schedule no more than three table stations per server for maximum efficiency. Round out the staff by assigning the strongest servers through the floor. Give the serves who need more help the chance to work with experienced personnel.

Check quality in all areas to ensure than guests always leave your restaurant happy and anxious to return. According to an old restaurant saying, when a guest has a great experience at a restaurant they tell three more people. When the experience is bad they tell seven. This is why total dedication to customer satisfaction on the part of every employee is vital to success. Ask yourself — What impression will your guests leave with? The answer should be a Wow impression that compels them to tell their friends what a great dining experience they can have at Cheeburger Cheeburger.

Employee

It is important to remember that the purpose for discipline of any kind is to

Counseling and

turn the employee’s behavior around to retain the person and that it should be

Discipline

approached in a positive manner rather then negative. The employee is to be given the opportunity to be aware that a problem exists, what they need to do to come up to the standards, how long they have to accomplish the

improvement, and what will happen if they continue to fail to meet the standards.

Consistency and fairness in dealing with all your employees will avoid many problems and make your job much easier in the long run. Remember that consistent discipline is not only fair, it is the law. Inconsistent discipline may be construed as discrimination.

Counsel BEHAVIOR not PERSONAL PROBLEMS! At times, an

Employee

employee’s personal life may affect his or her job performance. You should

Counseling

not attempt to counsel personal problems.

revised 1.1.07

Topic Details

Often counseling involves not only good verbal communication skills but also good listening skills. Often times, just being a good listener will allow employees the opportunity to voice their concerns and solve their problems. Tactful employee counseling should be utilized to get at the heart of the problem and place the responsibility onto the employee for his or her own conduct. The following steps should be utilized whenever possible:

1. Remove any hostility - never make it a personal issue.

2. Ask the employee what their understanding is of proper policies and procedures relating to the situation at hand. If they say they don’t know, remind them of when and how they should have been aware (i.e., Employee Handbook).

3. Discuss if what they are doing presently is in accordance with those policies and procedures.

4. Ask the employee to make a plan to correct the behavior.

5. Summarize what the employee has stated - “ You state that you understand the proper procedure, you stated you are not following it, and this is what you plan to do in the future.”

6. Have the employee acknowledge everything you have discussed and make sure the employee completely understands why the behavior has to be changed. Insure all discussions are documented in writing.

7. Make sure the employee knows the consequences if the behavior does not change.

Discipline

Be aware that disciplining an employee can be very uncomfortable and, at times, embarrassing for both the employee and the manager. During counseling sessions DO NOT:

1. Talk down to the employee. Instead, give the person the feeling you are trying to help them and give them guidance.

2. Apologize to the employee for having to discipline them. 3. Downplay the seriousness of the situation.

4. Feel guilty…he employee must take personal responsibility for their 5. Confront or discipline an employee in front of guests or other employees. Discuss problems in private.

6. Discuss the situation with other employees unless the situation required it. At this point, inform the employee that you will be talking to others involved.

Make sure that all counseling and discipline sessions are documented by using the Employee Problem/Solution Notice. If the employee refuses to sign the documentation, note it on the form and sign it. Another technique is to turn the notice over and write, “I refuse to sign this documentation”

_______________________________ Employee Signature.

revised 1.1.07

Topic Details

Documentation

Documentation is an important tool in the ongoing employee relations, process. Documentation takes only a few moments of your time and can save you hours, even days, of work at some future time.

Documentation is a tool used to record and distinguish behavior, both positive and negative. Documentation must be used on a consistent basis, not to “pick on” an employee or group of employees. Documentation means committing an observation of behavior to writing

Procedure

1. When to document: You should write down your observation of an effort, performance or behavior.

◊ After a counseling session or evaluation ◊ After observing unacceptable behavior ◊ After a rules violation

◊ After a guest complains ◊ After other negative occurrences ◊ After termination

ALSO

◊ After extraordinary performances ◊ After observing positive guest relations

◊ After observing extra effort and strong teamwork

2. How to document: Proper documentation is not a difficult procedure. When faced with a documentable situation, do the following:

◊ Write down the date and time of day ◊ Briefly describe the occurrence

◊ Briefly describe the behavior of the employee ◊ Briefly describe action taken by you

◊ Briefly describe communications between you and the employee ◊ Briefly describe any follow-up required

◊ Sign your name and have the employee sign as well ◊ Place the documentation in the employee’s file and retain

3. Why to document: Documentation is primarily a tool to help with making decisions on employment issues. Documentation is useful for determining promotional opportunities and improving ongoing performance.

Documentation is also a must when it comes to the termination process. By ◊ Identify and improve poor performance

◊ Identify and reward superior performance ◊ Let employees know where they stand

◊ Develop the proper reasons for termination of marginal employees ◊ Provide reference material should a lawsuit or unemployment claim develop from a termination.

revised 1.1.07

In document PARTIDOS POLÍTICOS LEY Y NORMAS REGLAMENTARIAS Y COMPLEMENTARIAS (página 27-34)