inventory

why is inventory so important? in my last blog, i discussed the important concept of controlling theft. well this is one of the best ways to control the theft i was discusssing. conducting inventory on a weekly or biweekly basis helps people conceptualize how liable they are for what they pour. yes some things are going to be lost and some things are going to be given away on special occcasions. the key is that if you compare inventory on the consecutive basis to the liquor sales of the week or two weeks, you will have a good idea of what is being stolen, not stolen, etc. if inventory is done properly, you can track down more specificly what liquors need to be watched. necessary terminations could follow if people do not understand how inventory an be tracked down to individuals and their shifts. but generally once inventory is done and done properly at that, it becomes a huge asset to any bar. bartenders become more liable and watch their own drinking behind that bar as well as how often they over poour for guests, give out free drinks etc.

theft

The most important thing one must think about in restructuring your staff is theft. if theft starts occurring early on, it is only going to get worse. it will spread like wildfire- from the barbacks to the servers to the kitchen; it is a never-ending circular process. bartenders are supposed to be the most trusted and the best 'customer based' employees in an establishment. Even if someone has been there for a long time, the only way to control theft is to stop it as soon as it starts.

if you have trainees coming behind the bar and they see the bartender trainer not ringing in drinks, drinking himself without record, stealing bottles from the liquor room, etc., the new employee is going to think that it is 'socially acceptable' and it is going to duplicate itself a 100 times over. note to self: no matter how veteran or new the employee is, stand strong with your beliefs. if you begin to be iffy on a decision no one is going to take you seriously and the specific actions will continue without hesitation.

do what you think is right-whether you do it slowly with suspensions or quickly by just firing them, you have to do what you say you are going to do. once someone is fired, they are fired. if you do not have adequate staff to fire them and you do only to rehire them at a later time in the near future, you will be taken as a joke and the actions will come back quicker than you can snap your fingers. if you are going to suspend them, make it clear. come up with a system for write ups so you and other management can keep drank of how many offenses are truly committed. All i can say is stick with your grounds and people will respect you much more for it. If you do it behind their back, you will then be dealing with a disgruntled employee, and NOONE wants to deal with anyone of that.

why make it complicated?

you know when your making your 15 millionth mojito by the end of the night, that u are just about done with it. but always keep in the back of your mind, the way you make your drinks and your passion to make a drink better than anyone else is what brings people back. it is what makes people feel special and turn their day around. next time your at work, leave all the bullshit at the door and recognize how much what you do and how you do it, influences those people at you bar. turn it into their best experience of the month. do something a little different for everyone. itll pay off in the end :-)

appreciation is key

i have worked in the retail/service industry basically my entire life. i have been through good managers, bad managers, dishonest managers, relaxe mangers, etc...i have seen, love, and hated them all. but each different experience you have, you learn from. but one of the most crucial things about having employees work for you,  what have to understand is how important positive reinforcement is. when your employee does something unexpected and exceeds yours expectations, your must tell them how much you appreciate them and possibly reward them. in no way shape or form am i putting down constructive criticism either, for this is another important asset to gain. Do not chastise employees unlesss necessary. do not bring your own personal issues into the work place. appreciate employees when necessary. Your establishment is their place of employment, but dont treat them as if they are dispensible, especially if they are good at their job. hard working people are hard to come by these days, especially so in an industry that has such a hig turnover. You want your employees to feel as valuable to you as you are to them. a happy worker is a better worker and will be more willing to do as ask/told if they feel that mutual respect.