The symptoms in this case that shows something has gone wrong are based on a multitude of things. The first thing that I noted is that the average earnings have decreased within the last eighteen months. Management bonuses had been decreased and then it was taken away altogether, because of the severe percentage of wasted food and drinks on behalf of the employees. Team leaders are reluctant to report the abuse of deliberate or accidental wastage by employees because this could result in employees having their checks reduced based on the waste.
Employees that work less than four and half hours are not entitled to a food allowance so they help themselves to the food and drinks for themselves and their friends when the management staff is not around. Finally, employees are discouraging their friends from working at Super Subs as well as twenty percent of the staff has left within the past two months One of the main causes of these symptoms is lack of employee engagement on management behalf. Corporate does not encourage its managers to work frontline so that they can interact with the employees and customers, which is aiding in the company’s failer to produce positive earnings.
Also, by having management on the frontline consistently, helps to build a strong employee and unified work performance site. The assistant manager is sharing the restaurant manager duties, which takes away the availability to be on hand for the customers and team. All of the other leaders are focusing primarily on serving the customers alongside the regular employees. Management in this case has no role clarity or enough resources which will enable them to get their job done.
The Term Paper on Workplace Violence Employees Employee Management
... employee assistance programs and employee training. ? Management's approach to performance evaluations, promotions, and rewards? Management's philosophy regarding teamwork - does management set itself apart from the work ... violent employee, client, or customer is through employee education ... or former employee, supervisor, manager, or executive; ... such as fast-food establishments, warehousing, packaging ...
Another symptom is the lack of motivation on the employees and some of the team leaders’ behalf. The employees are not being driven by management who can reinforce and help drive the employee’s behavior. The first cause to action would be to establish roles for each manager, such as frontline, trainer, scheduler, operations manager etc. Next, management should be fully engaged with the staff and the customers because this will show their commitment to help bridge job satisfaction and achieve customer excellence.
This will also motivate employees to do their job to the best of their ability, especially when they see that management is demonstrating a positive and professional behavior in the restaurant. Also, all new employees must be fully trained so that they can be equipped with all the knowledge and hands on experience that’s needed in order to perform their job. Set specific goals, focus on strengths rather than weakness and allow for feedback from employees. Finally, revamp the food allowance and reinforce that any employee caught taking or giving away food will have consequences that could lead up to their termination.
