1. Aligning people to business objectives. "If you manage your
people really well and give them the chance to do something they
are really good at and align them to the business objectives, it
becomes a win-win," says Kathy Kolbe, founder of Kolbe Corp. and
creator of the Kolbe A Index, used in selection, leadership and
team building.
2. Communicating to employees in a clear, concise manner. "It is
very important to help employees understand the business reasons
behind decisions. Many employers when expanding internationally
view communication as an after-the-fact alternative for
implementing an employee pay and benefits program. Smart employers
start by considering the communication potential at the outset and
then design the right tax-efficient reward program for the
international franchise consultant or F&B executive," says
James Berkeley, an international consultant for full-service
restaurants looking to expand overseas.
3. Being savvy about technology. "It is crucial that moving
forward restaurant companies have to be very savvy about
technology. The business demands it. Historically, human resources
has been a very paper-driven department, but that's not the case
anymore. And that makes good business sense because the better job
that companies can do to automate the paper side of things allows
more time to be spent on the people side of the business, where it
can really make a difference to the bottom line," says Steven
Wallace, executive vice president and chief people officer at Real
Mex Restaurants Inc.
4. Ensuring employees remain engaged and productive. "Engaged
not just satisfied. If you have not taken steps to measure
engagement, now is the time. Then hold HR accountable for the
results and strategies to improve the scores," says Joleen
Goronkin, president of People & Performance Strategies, an HR
consultancy.
5. Driving culture change. "Entitlement or performance? What
things do you need to do to move the needle? Put them in place and
really understand what your culture is. It is like a culture in a
Petri dish. You can let it grow on its own and take on its own
shape and form, or you can modify it and grow it in a way that
aligns with your expected results," asserts People &
Performance's Goronkin.
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