5 job alerts every restaurant manager should receive

The data produced by your restaurants will still be able to show you what is going on if you use it correctly.

Most restaurateurs understand that their time is money, which is why they are always looking for ways to be more efficient. One way to do this is to create reports based on exceptions.

What is an exception-based report?

Let’s say you are responsible for the financial stability of a multi-unit catering business. Wouldn’t it be nice if you were notified when something is out of the norm? Maybe your restaurant managers should get the notifications. Either way, that’s the purpose of exception-based reporting. This is a reporting system that can notify the appropriate people when a custom exception occurs. In this way, the exception can be investigated and appropriate action can be taken.

These exceptions can trigger alerts for all kinds of factors. Below are five workforce alerts that every restaurant should receive:

1. Employee fraud

  • High discounts
  • High voids
  • High number of deletions
  • High coupons

An employee who over-discounts, cancels, removes or offers coupons is suspect. Customizable thresholds can be monitored so that when an abnormal event occurs, an alert is triggered. Employees can have underhanded intentions – don’t let yourself and management in the dark.

2. Productivity

  • Upselling
  • Average salary
  • Sales per hour of work
  • Number of checks
  • Number of clients served

Let’s say an employee works 40 hours per week but on average only earns $ 10 in profit per hour. On the other hand, another employee works fewer hours and earns an average of $ 20 profit per hour. So why does the first employee earn less? Are they talking too much? Spending too much time on your mobile? Is their job title correct?

On the other hand, another employee works fewer hours but brings in more profit. Maybe an appreciation prize is in their future? Maybe … there are many factors to consider when tracking productivity. Combining other data sources like speed of service and customer satisfaction can help you get a clear picture of what’s going on.

3. Customer satisfaction

Let’s say a casual waiter turns 8 tables every hour. Another waiter turns six tables an hour. The first employee has a low percentage of tips and is the source of more customer complaints than the second employee. Their clients rarely return. But the other employee who works an average of 6 tables per hour also generates more profit through upselling. Who is the best server?

4. Employee morale

  • Punch-ns early and late
  • High shift exchanges

If an employee doesn’t want to work, they tend to have late clockings, large shift changes, and may abuse the recording system by clocking in early, before actually starting work.

A bad apples alert can help your managers weed out those who don’t like their jobs.

5. Overtime

In some states, you must follow strict labor laws. For example, in California, an employee can only work 8 hours a day before they have overtime status, regardless of the total number of hours they work in a week. In other states, like Texas, you can work more than 8 hours per day, but not more than 40 hours in total in the week before the overtime accumulates.

If your department managers could receive daily alerts based on local laws, they could prevent many employees from working overtime. Instead of having managers spend half an hour each day researching employee working hours, you can simply set a daily exception that will trigger an alert. It’s 30 minutes a day that they can use for other tasks. Save time, save money!

The bottom line is that the data produced by your restaurants will still be able to show you what’s going on if you use it correctly. It can guide your actions towards a more profitable and financially stable business. However, be careful not to jump straight into assumptions based on what you think the data is showing you. Become more precise by combining multiple data sources, such as point of sale, labor, and customer satisfaction.

About Vivian J. Smith

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