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Bonuses

post #1 of 5
Thread Starter 

We are new restaurant and have just passed our 1 yr birthday. It has been a very good first year. It is coming time for employee reviews. The employees see the business doing well, but do not take in to account all the start-up cost and building cost that we are still paying off.

 

I guess if feel that they (mainly my sous chefs) should get some kind of raise, but what? Anything to big my hurt us. What about a cost of living raise and an putting them on a bonus plan? What would be good things for a bonus plan? Labor cost%, food cost%? I have those in pretty good shape. What else could I do and how should they be structured?

 

Any advise would be great.

post #2 of 5

After I opened my first place for the 1yr anniversary I did a COL increase, which is 3% and for bonus it was 5% of their salary based on set numbers for Food, Labor and Gross profit.  Bonus was paid out yearly the week BEFORE Thanksgiving so they had extra money going into the holiday season. 

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Taste: The sensation derived from food, as interpreted thru the tongue to brain sensory system.
Flavor: The overall impression combining taste, odor, mouthfeel and trigeminal perception.
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post #3 of 5
Thread Starter 

How would you base it off the gross profit? They really can not effect that from their position. I like the idea but how do you make it work?

post #4 of 5

My chef gets a three part bonus. 1/3 for food cost under a 32%, he gets 1/3 for labor under a certain %, and 1/3 for sales over a certain %. The three parts are not connected, so if he doesnt hit one, the others are still available if he makes those goals. I'm not sure what the frequency is. The sales % has gotten him very active in trying to create various events and catering, and pushing ideas for bringing in revenue, although it is ultimately the GM who is responsible for the marketing. I think for a sous, a bonus that he can work to obtain would be worth it. For example, if he has no direct role in the schedule, a labor cost bonus wouldnt make sense. 

post #5 of 5

make available the business plan , loan documents ,fit out costs maintenance cost etc etc etc to all staff should they wish to see it  an let them know they can if they wish( by appointment of course) add the hours weeks and months you put into preparation and planning including all legal etc

add the time each night you spend discussing everything 

add the time you spend on non work related benefits and paper work for staff 

then when staff appreciate your input and drive 

let them match a percentage of that total and consider a reward then.

 Let the member explain the value of their ongoing contribution 

don't just give money away 

your already looking at bonuses you must be a good person and provide a safe and happy work environment 

if you have great staff they will appreciate the knowledge and be a better asset

 

happy days

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