3 Traits To Look For in Your Next GM Hire

3 Traits To Look For in Your Next GM Hire

A common theme that's happening in this industry is there's a shortage on high quality candidates.

The majority of people who are asked why they chose the restaurant industry will say it started out as a side gig or there was nothing else out there for them. When I hear this from a lot of restaurant managers or employees in Los Angeles, it shocks me.

When you ask a restaurant professional what they dislike the most about the industry; often times, they'll say the high-stress environment to low-paying positions aren't worth it these days.

Currently, there's a real BOH staff shortage because most chefs would rather go the personal business route. By opening their own restaurant, chefs get to control the environment and their schedule (even their pay).

When it comes to general management positions, you need to set your restaurant up for success. They will basically be the ones responsible for the success of your restaurant (along with you), so it's important you find the right person for the job.  

There are three traits that are non-negotiable and every successful general manager (GM) will have these. Without these traits, you're setting yourself up for a headache and to work more because you won't trust your GM going forward.

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6 Steps Towards Solving the Chef Shortage Problem

6 Steps Towards Solving the Chef Shortage Problem

It’s no secret.

I think we’ve all heard by now that there’s a “shortage of qualified cooks and chefs” across North America, the U.K. and Australia specifically. If you’re not experiencing it first hand as an operator or chef, you’ve surely read one of the numerous articles on why it’s happened.

How big is the problem? It’s got to the point now where we’re seeing operators offer financial incentives to the general public who refer a chef to them.  We've got to be realistic and address these issues now before it’s too late!

Before we go yelling about ‘millennials’ again, we can’t blame them wholeheartedly for this one. Owning a restaurant has become easier since the economy recovered and establishments are opening at a rate that the pool of qualified cooks just can’t keep up with.

When we then pair that with the ‘history of harassment’ within the kitchen, the ‘low wages,’ and the ‘long hours’— what we have is a bursted bubble. These problems are not the fault of millennials, many of these issues started before they were even born!

As an industry, let’s stop complaining, let’s stop feeding excuses, and let’s collectively come up with winning solutions. These solutions may not be for every concept and size of kitchen, they may not drive results overnight (it will take time), but it’s a start and we have to start somewhere.

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Clover to Raise Prices to Pay Employees $17 Per Hour

More and more restauranteurs are looking to address the chef and cook shortage by improving the quality of life for employees. At Clover, a fast casual restaurant chain based in Cambridge, Mass., owner Ayr Muir is hoping that raising hourly wages to $17 per hour helps slow down company turnover and lower training costs.

The owner is planning on increasing prices at his restaurant by 25 cents in gradual increments until he can pay his employees $17 per hour. Muir is hoping that the higher wages incentivize existing employees to stay and attract new hires. “Why should foodservice be an industry where you can’t earn money," he says. "Why should that be assumed, that if you make a sandwich you can’t make very much money,” Muir says. Read more.