OTHER EMPLOYMENT TIPS

Draw up a job description

No matter how simple or low-level the job, the more information you put down, the better your chances of getting the right person for the job. Cover areas such as skills needed, any training if necessary and how much experience and responsibility the job requires.

Always take up references

Before someone joins your business, ensure you get references. For a fuller, more in-depth reply, phone the referee and ask questions such as ‘Would you re-employ this person?’

Make your employees feel welcome

First impressions count and the first three months of employment with a new boss, new colleagues and work is very important. Make your new employee feel welcome. Don’t just pass by and say, ‘Are you all right?’ Spend a few minutes with them to find out if they are feeling included, and if the job is giving them difficulties or pleasure and satisfaction. Give praise where it is due. Keep a list of their birthdays and either wish them happy birthday or give them a card (if the business isn’t too huge to handle this act of kindness).

If you run a small business you will be closer to your staff, suppliers and customers than larger ones. Involve your employees in the work culture from day one and keep them up to date with the progress of the business and especially any developments that may take place in the future. Finding out from a third party can lead to disenchantment.

Staff meals

One of the worst signals you can give your staff is to palm them off with a poor meal while on duty. What is says to them is that you don’t place value on them. And how else will they learn about the food they are preparing and serving if they aren’t offered it? They will have much more respect for you if given a meal that is nourishing, delicious and shared by all.

It doesn’t have to cost the earth. Quite the reverse, as demonstrated by those simple dishes. A good meal helps to create a happier team. And if waiting staff eat some of the dishes on the menu they will be better prepared to enthuse about it to guests having also understood the cooking process.

The above examples highlight restaurants, but the same applies to catering. I feel passionately that caterers should feed their staff well. It was one reason for my staff feeling included and well looked after, not just another cog in the wheel. I loved their awakening to different foods and styles of cooking. They were able to describe the food in more detail to customers who in turn felt confident about the ethos of the business. However altruistic this may seem it also helps them to broaden their outlook and to feel part of a strong team.

Appraise your staff regularly

Include a review system for each staff member. The business may have changed, perhaps creating more work for your staff. They may be finding it difficult to absorb without a dip in quality and service. Discuss any issues with the full team present.

Enforce strict ‘absence’ procedures

In order to deal effectively with absenteeism and late arrival at work, staff should be very clear about company policy. A staff handbook is an ideal way to state policies clearly, even if it is done on an in-house computer rather than going to the expense of printing it.

Areas such as holidays, sickness, absenteeism, lateness, dress code, makeup, jewellery, hair colour, type of shoes, smoking policy and using mobile phones at work should be included and clearly outlined.

Casual labour

Casual labour – staff who work for one-off occasions – are a great resource. Sometimes it can be very useful to employ family and friends. When agreeing to employ someone make sure you set the boundaries. These include:

• the time to be at the venue;
• how long their services will be required;
• work involved;
• cleanliness;
• dress, hair and jewellery code;
• payment per hour and any overtime payment;
• travel expenses.

Also, be sure to clarify the final hour of completing a job: the function may be over but there is plenty of washing up, clearing away, stacking, wiping down, sweeping, carrying and loading to do. If they can’t commit to any of these requirements, find someone else. A poor staff member can ruin a perfectly good function and will be noticed by the client.

Safeguard your business even if it makes you unpopular with certain family members! You may also find some of them see the job as learning a good, honest trade, even if it is temporary and not their chosen path in life. Waiting skills and a pleasing manner go far in today’s world to earn extra cash.

OVERTIME

If you need extra cover for a job, you may make a couple of phone calls to staff and arrange for some overtime. Simple. But overtime can run out of control. Firstly, it can undermine quality of service and secondly, it can undermine recruitment.

For example, people like to earn more but tiredness can, and does, set in. Patterns of good work become just getting by, with staff going through the motions and taking short cuts.

The longer the vacancy exists for that extra staff member, the more existing staff get used to the extra money. When recruitment does take place and a new member joins the team, he or she may be resented as wages decrease for those on overtime.

Be aware and take action if a new member of staff is required to be taken on so that overtime doesn’t spiral out of control. Its by-product will be a lowering of standards and creeping inefficiency.

Overtime and paying casual staff

Agree on payment by the hour with both casual and permanent staff before an event. If casual, they will expect to be paid in cash or by cheque when the work is finished. Make sure you keep a record of any overtime undertaken by permanent staff so that there are no disputes when paying.

Agency staff will ask you to fill in a form to ensure that a) you have been happy with everyone’s work b) agree to the hours to be paid and c) you have noted any extras: transport, for example. The agency will send you their invoice.