On the Sunday evening after New Year my husband and I felt like a meal out. I am always looking for new places to try so had a list ready with three close to us. The first was closed for the festive season but we found the second open and buzzing with about half the tables occupied.
After placing our order we realised that the majority of those at the tables were in fact waiting for take away orders. They seemed to be getting quite agitated. My husband had a view into the kitchen and could see the manager, perspiring heavily, trying to get the orders flowing.
As time went on there were more and more complaints which were met with apologies and excuses of being busy. As the wait for food got longer the waiters disappeared, to avoid dealing with the conflict. We eventually received our order, out of the blue, an hour later. The Thai food was lovely but the evening hadn’t been a good one.
By this time things had quietened down, all the take away people had left and the seated diners had been served. The young manager came out from the kitchen and started visiting each of the remaining tables. We could hear the conversations as he got closer to us. He profusely apologised to each one explaining it was busy and he couldn’t be everywhere so had prioritised being in the kitchen.
When he got to us I thanked him for his apology and suggested he needed to find an experienced restaurant manager to help him get on track. I pointed out that in fact the restaurant wasn’t really full when things started to fall apart. Blaming it on a busy night was ignoring the true problem. There simply wasn’t the correct foundation in place to cope with a reasonable amount of business.
The key components of leader-management had not been put into place:
• Implement systems & processes – who does what, where, when and how - roles, responsibilities, skills & procedures
• Develop a strong work culture – we work together for a common purpose even when the going gets tough and without supervision
• Connect effectively with people – we are loyal & supportive, communicate well and are comfortable to use our initiative
Because the manager hadn’t created that foundation, when the “crisis” came he had no team, he was on his own. As an individual he was willing, polite, hard working, responsible. All great qualities. But as a manager he was lost.
Where does the blame lie? Is it the young manager’s fault? I don’t think so. The responsibility lies with the restaurant owner. He or she hired someone with a good attitude but without the necessary skills and experience. Now they need to bring in support to teach him. And after a bit of theory most of that teaching needs to be on the job mentoring – understanding how to translate theory into practise.
Do you have situations like this in your workplace? How can you make it more effective and profitable, and still have fun?
Tuesday, 8 February 2011
Wednesday, 26 January 2011
New labour laws disastrous
There are four Labour Bills currently under discussion by the South African parliament. The proposals will considerably tighten the labour market and negatively impact on business and individuals in SA.
The main concern is supposed to be to protect the employees. However we already have legislation that more than adequately protects employees who wish to contribute effectively to the economy.
No matter how much legislation you have workers can still be abused so long as they are not in high demand. To explain further. A company requires a staff member to work longer hours than those legislated. If the person has to use legal channels to complain they may be able to force the employer to shorten their hours but the relationship will probably be harmed and the employer can retaliate in many legal ways. If however there were plenty of available jobs that this person was suitable for they could leave and go elsewhere. If this kept happening the company would probably amend the working hours in order to retain staff.
The focus needs to be on education and training so as to have a well skilled work force as well as creating an environment which allows for the creation of many jobs. With both in place we would have a good supply of skilled workers able to pick and choose their jobs. Employers would then be inclined to voluntarily abide by fair legislation.
Any changes made to labour legislation need to be those that make employing people easier and more appealing. The current proposed changes do the opposite.
Our economy strengthens when businesses are profitable and growing. This requires employees to be productive and effective. Creating employment that is virtually secure no matter whether the employee works well or not encourages laziness and creates a culture of doing the minimum. This sets up a cycle of weakening rather than strengthening the economy and job opportunities.
For more discussion and useful links to the acts see www.2bbusiness.co.za/2011/01/26/llabour-bills-summary-what-this-really-means-for-your-small-business/
The main concern is supposed to be to protect the employees. However we already have legislation that more than adequately protects employees who wish to contribute effectively to the economy.
No matter how much legislation you have workers can still be abused so long as they are not in high demand. To explain further. A company requires a staff member to work longer hours than those legislated. If the person has to use legal channels to complain they may be able to force the employer to shorten their hours but the relationship will probably be harmed and the employer can retaliate in many legal ways. If however there were plenty of available jobs that this person was suitable for they could leave and go elsewhere. If this kept happening the company would probably amend the working hours in order to retain staff.
The focus needs to be on education and training so as to have a well skilled work force as well as creating an environment which allows for the creation of many jobs. With both in place we would have a good supply of skilled workers able to pick and choose their jobs. Employers would then be inclined to voluntarily abide by fair legislation.
Any changes made to labour legislation need to be those that make employing people easier and more appealing. The current proposed changes do the opposite.
Our economy strengthens when businesses are profitable and growing. This requires employees to be productive and effective. Creating employment that is virtually secure no matter whether the employee works well or not encourages laziness and creates a culture of doing the minimum. This sets up a cycle of weakening rather than strengthening the economy and job opportunities.
For more discussion and useful links to the acts see www.2bbusiness.co.za/2011/01/26/llabour-bills-summary-what-this-really-means-for-your-small-business/
Monday, 20 December 2010
Creating Energy
Yes I remember the Law of Conservation of Energy - 'energy cannot be created or destroyed' - but we can create personal energy, or decrease our personal energy.
There are four types of energy – physical, mental, emotional and spiritual. When we understand how to work with these four we can have more energy.
Each type needs to be exercised just like a muscle. To increase fitness an athlete uses interval training. Pushing themselves beyond the comfortable level and then taking a short break for recovery and then pushing again. Each of our energy types needs to be fully used (pushed) but also given breaks.
However we often under utilise some of our energy areas and over utilise others. Either way we cause ourselves to be unfit - lacking in personal energy.
If you have a low to average physical fitness level think how good you feel when you have made yourself do a small session at the gym or played a light game of squash or taken a brisk walk. You have used that physical energy system and you now feel better for it. However if you over do it you will feel depleted for the rest of the day.
Physical energy is found in any form of exercise and includes healthy eating; mental energy is all about thinking, using our brains; eEmotional energy is about experiencing emotional highs or lows and spiritual energy comes from anything which lifts the soul.
If you need more energy check which of your energy systems you are over stretching and try to give them some breaks. At the same time look to those that are being under utilised and put some focus into using them.
Generally it is easiest to build energy through the physical and spiritual systems. Physically do a bit more regular exercise than you normally do or for spiritual energy do anything that makes your soul sing - have a massage, sit and listen to a fountain or watch a bird building a nest. Or combine them and take a walk across a meadow!
What do you do to build your energy levels?
There are four types of energy – physical, mental, emotional and spiritual. When we understand how to work with these four we can have more energy.
Each type needs to be exercised just like a muscle. To increase fitness an athlete uses interval training. Pushing themselves beyond the comfortable level and then taking a short break for recovery and then pushing again. Each of our energy types needs to be fully used (pushed) but also given breaks.
However we often under utilise some of our energy areas and over utilise others. Either way we cause ourselves to be unfit - lacking in personal energy.
If you have a low to average physical fitness level think how good you feel when you have made yourself do a small session at the gym or played a light game of squash or taken a brisk walk. You have used that physical energy system and you now feel better for it. However if you over do it you will feel depleted for the rest of the day.
Physical energy is found in any form of exercise and includes healthy eating; mental energy is all about thinking, using our brains; eEmotional energy is about experiencing emotional highs or lows and spiritual energy comes from anything which lifts the soul.
If you need more energy check which of your energy systems you are over stretching and try to give them some breaks. At the same time look to those that are being under utilised and put some focus into using them.
Generally it is easiest to build energy through the physical and spiritual systems. Physically do a bit more regular exercise than you normally do or for spiritual energy do anything that makes your soul sing - have a massage, sit and listen to a fountain or watch a bird building a nest. Or combine them and take a walk across a meadow!
What do you do to build your energy levels?
Living Life to the Full
My friend, Rob Filmer, died in November this year at the age of 46. Reading the many condolences sent to his wife, Julie and talking to people at the beautiful funeral service I was struck by the huge number of people who had been touched by Rob during that relatively short life. Tributes written on the internet by people such as Clem Sunter reminded me of Rob’s many achievements in the fields of conservation and of disability access and integration. I commented to Julie that Rob achieved in his 46 years more than many people do in a lifetime twice as long.
It set me to wondering why. Perhaps it would have been that way no matter what Rob’s health and life expectancy had been? Perhaps it was also heightened by his knowing that he was always on borrowed time?
Rob was diagnosed with diabetes before he turned two. The doctors thought he would be fortunate to reach his twenties. In his late twenties he and Julie married with the doctors saying he only had a year to live. Together they enjoyed seventeen special years living and working together.
We all know that we have a limited life span but we don’t often pay too much attention. There is an old coaching question that asks “What legacy would you like to leave behind?” or “What do you think your eulogy will be?” A friend, a little older than me, told me how she was sat at her brother’s funeral listening to his eulogy when she thought of what hers would sound like - and she didn’t like what she heard! It was such a defining moment for her that she resigned from her job and recreated herself completely.
This is a good time of year for us to focus on living our lives to the full. Without being morbid, focus on living your life in a way that would leave few regrets. Spend time on yourself so you are strong and can give of yourself to others, spend time with loved ones, either choose to enjoy the work you have or the life you live, or take action to bring about the changes you want to see.
It set me to wondering why. Perhaps it would have been that way no matter what Rob’s health and life expectancy had been? Perhaps it was also heightened by his knowing that he was always on borrowed time?
Rob was diagnosed with diabetes before he turned two. The doctors thought he would be fortunate to reach his twenties. In his late twenties he and Julie married with the doctors saying he only had a year to live. Together they enjoyed seventeen special years living and working together.
We all know that we have a limited life span but we don’t often pay too much attention. There is an old coaching question that asks “What legacy would you like to leave behind?” or “What do you think your eulogy will be?” A friend, a little older than me, told me how she was sat at her brother’s funeral listening to his eulogy when she thought of what hers would sound like - and she didn’t like what she heard! It was such a defining moment for her that she resigned from her job and recreated herself completely.
This is a good time of year for us to focus on living our lives to the full. Without being morbid, focus on living your life in a way that would leave few regrets. Spend time on yourself so you are strong and can give of yourself to others, spend time with loved ones, either choose to enjoy the work you have or the life you live, or take action to bring about the changes you want to see.
Friday, 10 December 2010
Let sheltered workshops help you
I visited Forest Farm around 1999 to take a batch of wooden building blocks for sanding. A few of the parents had got involved in helping our children's nursery school to spruce things up. The paint was peeling from the building blocks so I took them home with the intention of sanding and then restaining in bright colours.
I soon found out how much time sanding takes on small items. So I looked around for another solution. Forest Farm turned out to be the perfect one. It has a well run sheltered workshop where the residents work to contribute to the cost of running the centre.
I dropped the blocks off, explained to the workshop manager what I needed done and a few days later, for a very reasonable fee all was done. When I went to collect the completed job I also took my children along which gave them the opportunity to mingle with the disabled workers - helping them to be comfortable around people with disability.
The nursery school got their blocks back looking like new and the people in the workshop had another piece of work to help them feel useful.
An article on Forest Farm in our local paper recently reminded me of this experience. It said "We get contracts from companies that need services such as assembly and packaging of light components, paper folding and envelope insertions, repair and hire of wheelchairs and other assistive devices. We are looking for more of this type of contract work."
If you sub contracted some of your work out to a local sheltered workshop would it free you up to be more productive?
I soon found out how much time sanding takes on small items. So I looked around for another solution. Forest Farm turned out to be the perfect one. It has a well run sheltered workshop where the residents work to contribute to the cost of running the centre.
I dropped the blocks off, explained to the workshop manager what I needed done and a few days later, for a very reasonable fee all was done. When I went to collect the completed job I also took my children along which gave them the opportunity to mingle with the disabled workers - helping them to be comfortable around people with disability.
The nursery school got their blocks back looking like new and the people in the workshop had another piece of work to help them feel useful.
An article on Forest Farm in our local paper recently reminded me of this experience. It said "We get contracts from companies that need services such as assembly and packaging of light components, paper folding and envelope insertions, repair and hire of wheelchairs and other assistive devices. We are looking for more of this type of contract work."
If you sub contracted some of your work out to a local sheltered workshop would it free you up to be more productive?
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