Despite your best efforts during the hiring process, you may end up hiring someone not suited to the job. If you see negative behaviors begin to surface, you must act quickly and decisively to ensure that the damage they incur is minimal. Here are some warning signs that you are dealing with a bad egg.
Can’t Make Friends
It’s a bad sign if your employee does not get along with the rest of your staff. This is difficult to assess, especially if you have limited interaction with him/her. Look for opportunities to observe this employee’s behavior without them noticing. If your employee is all smiles for you but cannot give the rest of your staff the time of day, you have a serious problem. The restaurant culture is fast-paced and unforgiving. By allowing negativity to seep into your restaurant, you are damaging the culture. Some baseline level of trust and mutual support is a vital part of your success.
Conversely, if your employee has difficulty maintaining boundaries, your radar should be on high alert. Particularly in a post – “Me Too” society; actions which are deemed inappropriate or harassment are very serious. That is not the type of environment you want to expose your staff and guests to, and it’s not the image you want propagated. If complaints are lodged against a staff member, take them seriously. Yet, keep in mind that unfounded accusations can also occur. Establish clear protocols for this type of situation and don’t cut any corners.
Lastly, if you have a staff member who is flippant, dismissive, or generally lacks investment in their work, it’s best to intervene directly to get at the heart of the issue. Although a lukewarm staff member isn’t the end of the world, their lack of investment can cause ripple effects with the rest of your staff. Work is work, and no matter what you are doing, you can do it with pride. If you sense that members of your staff lack investment in their work, speak with them and see if there’s a way to encourage them to take pride in their work.
It only takes one bad apple to spoil the whole batch. As in most situations, preventative measures are more efficacious than recuperative. If you notice unsettling behaviour, address it head on and determine if the situation is salvageable or whether or not you may need to cut loose dead weight.
Challenge: Sit down with a staff member who exhibits one of these behaviours and talk it out.
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