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Related Trade Secrets:
My suggestions for recruiting and developing our
future foodservice executives:
- Have a policy to promote from within. Start conveying your intentions
from the very beginning. Your help wanted ads, job application, and
interviewing techniques should all reflect your commitment to providing
a career, not just a job.
- Applications should include examples of career advancement paths.
For Trade Secrets Members we've attached a sample
cover letter and application form
to offer all prospective employees.
- Written job descriptions should include pay
grade scales. Trade Secrets Members can download samples from this
past Trade Secret.
- Each job description should have written and demonstration tests.
Employees should know exactly what skills they need to master to be
job descriptions are available through our on-line product catalog.
- Offer opportunities for employees to develop outside their job description.
This may include financial support or scheduling priority for employees
attending ESL classes, culinary courses at community college, or approved
activities. This benefits you, too.
- Have a formal Management Development
Program. Help employees build an impressive resume that will advance
them to the higher paying positions and career opportunities you offer.
- Give regular performance
evaluations with specific and meaningful feedback on how to improve
skills. A customizable version is available through our on-line product
- Pay above-market wages to attract and keep good people. It's more
rewarding and lots more fun to work with winners. Count on your employees
to help one another advance. After all, no one can do it alone.
To use a sports metaphor, your restaurant is your farm team. Every one
of those World Champion New York Yankees was on somebody's little league
team. Start a successful foodservice career program and grow your own
world championship foodservice team.