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Hi and welcome to The Foodie guy dot com....

Thanks for joining us in our Managing with an entrepreneurial

mindset series....this podcast touches on Critical decision making.

our series focuses on Managing with ownership.....this podcast specifically touches on

creating a solid Social media strategy.

Even though I have touched on the benefits of using social media on one of my

previous posts as a follow up I thought to dedicate this article to add additional content on the subject.

……. Chances are …You have

A business presence for your business or Food Service operation on all Social MEDIA…..but how do you keep up with posting fresh content on a consistent basis?

Unless you have enough money in your budget for a social media manager this responsibility will fall on you or one of your already very busy managers.

Following are a few social media strategies to use the web to bring customers into your operation.

1 Invite a food blogger or “food-tographer” with a social media presence to your

restaurant. Ask if you can comp their meal in exchange for them taking photos of your

restaurant and some of your best menu items and use the new exiting photos on your social posts.

2 Share the story behind your restaurant…What is your restaurant or business best known for?

Take a moment to think about that question. As simple or as elaborate as the story may be, social media users love human interest stories.

3 Post upcoming events to Facebook

4 Launch a birthday club – send personalized cards to your best customers.

5 Highlight special holidays – Develop special menus and activities.

6 Ask customers or employees to help design your menu

7 Showcase a local cause – or community needs event.

8 Cross-promote local events & businesses

9 Feed local thought leaders and influencers

10 Share information about restaurant week

11 Share your positive reviews

12 Use Employee testimonials

13 Monitor and share media mentions - Set up Google Alerts fo your restaurant

14 Share special occasions and milestones on your networks

15 Create videos to post on your social media accounts.

16 Create events around Television premieres, finales and special sports events.

17 Create your own Merchandise featuring your operation’s name and Logo

18 Third-party delivery promotion.

19 Pop-up restaurants at local community events.

20 Promote your Green policies and initiatives & develop menus around local sourcing

Coming up with new post ideas is only half the battle when it comes to a good social

media strategy. To stay on top of your social media strategy, I suggest creating a content calendar.

As you start moving to integrate your social media strategy .,I recommend you hire a

social media coach to help you set up a professional social media Platform for your

business.., and to show you how to upload and create daily, Weekly, Monthly content uploads

Someone once said " Leaders Inspire People; Managers Drive their Success"

We all know that in our “FOODIE” world things move fast and that in any given day we have to deal with a gamut of situations… Sometimes you may have to switch leadership styles on a “dime”…from dealing with unhappy cooks and dish washers to having to deal with a demanding CEO or client.

In our environment most of us have to change Management styles many times during the day as we deal with the different situations and circumstances.. Keep in mind that due to your personality, life experiences, Values, Background, Work culture and the Team you lead., there will always be a Leadership style you feel the most comfortable with and will always default to…

It is very important that you know and understand your “default” leadership style and also understand the traits of other Leadership styles. There will be times when you may need to shift gears and adopt a more direct and effective leadership approach to deal with specific challenge or situation.

Following are 10 Leadership styles and their main traits.

Coaching style

The coaching style of leadership focuses on recognizing the different strengths and weaknesses of

each team member. Best when you have a senior team.

Visionary style

A visionary leader is always thinking about the next best thing.This leadership style focuses on

inspiring and encouraging employees, especially in times of transition or change.

Servant style

A servant style leader is engaging, focuses on building employee morale and collaboration, best to

boost morale during difficult times.

Autocratic style

This Leadership style is a strict and to-the-point management style, this Leadership style is best

when a decision needs to be made quickly and best in emergency or crisis situations.

Laissez-faire or “hands-off” style

This hands-off style of leadership gives your team members the freedom to take on their tasks

completely independently. It is built on Trust and best when you have employees that are efficient,

well trained and result oriented.

Democratic style

The democratic leadership style considers the input from each employee and although the leader

might make the final call, everyone has an opportunity to be heard and for their thoughts to be

considered. it empowers more entry-level employees to speak up and use their voices.

Pacesetter style

The pacesetter style of leadership focuses on performance and Results-driven fast-paced

companies. Best for Retail settings when sales goals need reached quickly.

Transformational style

The transformational leadership style is most concerned with organizational objectives to motivate

and encourage employees to be productive. Best with teams who need little supervision and have a

clear understanding of company goals and metrics to hit.

Transactional style

Transactional leadership operates in a fast-paced environment.., another style of management that

works well in quick-paced environments with specific goals. Best in a Retail environment.

Bureaucratic style

This style leader plays it by the books following all the rules and focuses on procedures…usually f

found in an institutional setting.

Hi and welcome to The Foodie guy dot com....

Thanks for joining us in our Managing with an entrepreneurial

mindset series....this podcast touches on Critical decision making.

our series focuses on Managing with ownership.....this podcast specifically touches on

how to develop and encourage Candid and Open Communication during organizational

Change.

In Business the only constant is change.

During Organizational change, it is very important to keep the lines of communication

open both ways. management needs communicating its vision and how …..we get

there

and the staff needs to communicate to leadership of the obstacles they may be

experiencing in getting the needed changes implemented,

Of outmost importance is that Communication needs to be very fluid as in most cases

changes to the plan have to be made along the way. In most cases the solutions to

most of the newly developed concerns will come from the "user" staff involved in the

process.

Daily open forums and "one on one"" meetings need be conducted at least daily if not

by shift. A Means for employees to express concerns and ask questions privately must

also be available. Written communication of the progress made, addressed concerns

and even a daily Plan will be very helpful for those involved to feel informed and feel

involved in the process.

It is the responsibility of what I call the "Change" Leadership to keep the

communication efficiently organized and constructive.

Finally ………By creating a good and open communication platform all employees will

feel as part and contributing to the process.

I hope the information in this short podcast will help in your efforts to develop and foster

a strong communication platform during Organizational change..

For more Please Check for the next podcast on our series Managing with an

entrepreneurial mindset.

Remember that our website features our 5 most recent podcasts…for access to our

entire library please follow the link on our Podcast page.

thanks for listening

Visit our site Thefoodie-guy.com for our blog and much more content.

Hi and welcome to The Foodie guy dot com....

Thanks for joining us in our Managing with an entrepreneurial

mindset series....this podcast touches on Critical decision making.

our series focuses on Managing with ownership.....this podcast specifically touches on defining what culture is to an organization and the importance of creating a solid company culture

l

Building the right team culture for your business takes intention, dedication, and passion it also

will take the entire Leadership team to be in agreement as to what are the values of the

organization you are wanting to hardwire into the new culture. A roadmap of actionable steps

and timeline needs also be drafted to achieve the desired results. The process will also require

specific leadership skills and strategic initiatives that create the perfect conditions for change.

One must also realize that not all of your current team members will be with you when you get

to the finish line, some may not see value in making the necessary changes.. The process will

take a lot of self-work, mentorship, nurturing, planning, and tweaking, but the payoffs are

monumental...... Not only will you and your leadership team be creating growth and fulfillment i

n the lives of your team members, but you will also be taking your company to the next level

adding tangible value to your culture.

I hope the information in this short podcast will help in your efforts to develop a strong company culture strategy that mirrors your company values.

Please Check for the next podcast on our series Managing with an entrepreneurial mindset.

thanks for listening

Visit our site Thefoodie-guy.com for our blog and much more content.

Succession planning is the process of identifying the positions that are "Mission Critical" and have a significant vacancy risk within your organization.

An important part of the process is the need to develop action plans for existing or newly hire individuals to assume those Very important roles. A successful Succession planning process ensures that you have the right people in the right jobs today and in the years to come.

In Short a succession plan identifies future staffing needs and the people with the skills and potential to perform in these future roles.

In the long term, succession planning strengthens the organization by:

1.Identifying critical positions and highlighting potential vacancies.

2.Identifying key competencies and skills necessary for business continuity.

3.Focusing development of individuals to meet future business needs.

4.Making sure succession planning is closely tied to business strategy and goals.

5. Clearly defining the development needs of key talent.

I strongly recommend that succession planning is a collaborative process within your organization. All Management and Leadership needs to help in the identification, selection, and mentoring process.

Todays podcast touches on the Human resources function within your operation or business

And just as reminder our series Managing with an entrepreneurial Mindset hovers around the principle that we must run our business with a cense of urgency and ownership. Today we will be talking about what I call Human Resources 101…an introduction to the basic functions of the Human resources department.

If run efficiently the Human resource department will help you avoid a number of issues that could potentially be detrimental to your operation….Lawsuits against your company could result if the Law is not followed properly when dealing with your employees and employee issues.

so lets get started

The Human resources department is the bridge between an employee and a company’s management. Essentially, the human resources department helps shape the culture of an organization.. They ensure that a company’s mission, values and goals are upheld by guiding how the organization operates and ensures employees understand their roles.

Following are a few Basic HR Functions

1.Recruiting and staffing

One of the main functions of human resource management is the recruitment and staffing of new employees. Human resources managers are responsible for advertising open positions for their companies and together with leadership they are responsible for filling open positions with qualified candidates.

2.Training and development

One other main function of human resource management is the training and development of all company employees. The provided training should improve empoyee performance and efficiency in the workplace.

3.Performance management and evaluations

Human resource management also involves the evaluation and enforcement of employee performance.. Human resources employees can help define company goals and objectives to employees this may also include Performance improvement planning and corrective actions. HR also manages employee relations and mediate any disagreements to avoid legal action against the organization as well as help interpret harassment laws and more. When dealing with employee Performance, HR should work together with leadership to evaluate employee performance and setting individual goals. Performance and Goal achievement should be assessed several times during the year. Management and HR should help create individual action plans in order to help improve employee performance.

4.Payroll and benefits

Payroll and benefits are usually part of an HR department responsibility. HR management should be tasked with the development of strategic compensation plans and negotiating health care benefits for employees. A Good compensation plan and benefits package can help retain existing staff as well as attract new employees.

5.Succession planning

Succession planning involves identifying and developing high performing staff to “in time” replace current leadership as they step down, retire or leave their positions. Succession planning ensures business continuity as leadership changes.