5 minute read
Company Culture and Your Business
COMPANY CULTURE YOUR BUSINESS
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People are the heart of any organization. At Buffalo Wild Wings®, many franchisees are continuing to adhere to this approach, as it is the people who keep restaurants running smoothly and efficiently. Gayle Schmidt, franchisee with AZ Wings Management in Arizona, put it perfectly when she said, “Culture to me is about the people — see the individual as a person and not as an employee — in your business. You don’t build a business, you build people. And you can sense the culture of a business the second you walk into it.”
The last few years have not been easy for the fast-food and quick-service restaurant industries. According to the PEW Research Center, April of 2020 saw the highest unemployment rate in U.S. history — 14.4%. That being said, the U.S. Department of Labor reported that by July 2022, unemployment levels were back to pre-pandemic numbers, with the restaurant industry alone adding 15,000 new jobs in August of 2022. The pandemic provided a unique opportunity to start fresh with new goals in mind and gave restaurant industry experts a push to better themselves and their businesses.
One huge way franchisees can do this is by supporting and giving back to employees, whether they are new or returning team members. Company culture is an important factor in this equation because it demonstrates the shared values, goals and practices of an organization. Notice the emphasis on the word shared — when the same ideals are shared at all levels, businesses reflect that.
With so much turnover in the industry, restaurants are undoubtedly gaining new employees that must be onboarded. Justin Ellis, a partner at GDF Partners Florida LLC, knows that in order to get everyone in the groove of a company’s culture, “It has to start at day one.” Ellis continued, “Onboarding and orientation has been a focus where we can get new team members into what it means to belong to our organization right out of the gate with clear expectations of both themselves and [of leadership].” Clear and consistent messaging keeps employees in the loop and mindful of their actions at work, and it’s important to encourage them to ask questions and be involved in the company.
“Learning culture characteristics are key. It’s a huge aspect of maintaining engaged teams that do not care to look outside [of our organization] for employment,” Ellis said. An open line of communication between leadership and team members ensures that everyone is on the same page and keeping the company’s culture in mind with everything they do in the workplace, while making them feel comfortable to ask for help when they need it. So long are the days of gate-keeping: employees are a crucial part of company culture and successful businesses.
The culture of an organization is also a huge factor in employee retention. The pandemic shone a light on how tired workers really were because as a society, we got caught up in the fast pace of unprecedented growth across all sectors. More than ever, it’s important to implement practices that reflect how societal values have shifted, and work/life balance has moved to the top of everyone’s priority list.
“Understanding the new environment and what team members need in order to feel they belong to a fun, safe and inclusive organization has been at the top of our minds,” Ellis said. “We work hard to be people-focused and work to understand each individual and their needs,” he continued. Some practices he uses to accomplish this are accommodating people’s schedules
AZ Wings Management employees bring stellar service and great attitudes.
by Allison McCallum
General Manager Rocky Smith and the rest of the team at their West Palm Beach, Florida, location.
to fit their life needs, consistent praise for work well done, as well as promoting internally. “I believe that more team members are coming to us with concerns about [longevity] than ever before. Protecting [this safe environment] for our team members to grow while supporting their optimal work/life balance allows for us to nurture retention throughout our restaurants,” he said.
Schmidt echoed this same mentality, saying, “Make your employees feel important… they matter. When you do this, you won’t believe how much they care about you and your business.” Schmidt likes to bring the fun to her employees by having dress-up theme days, staff parties and outings and even hosts a family day at she and her husband’s sports bar. “People remember how you make them feel!” Schmidt added.
Without leadership and management teams, running our sports bars would be impossible. You can’t be everywhere at once, and having a good report with managers is crucial to nurturing a safe and friendly environment that also runs efficiently. Often, leadership sets the tone for a shift, so starting off on a positive note will rub off on the staff. One tip Schmidt has for managers and other leadership roles is to greet every employee by name.
“When your employees show up to work, stop the task you’re doing long enough to look at your employee, say good morning by name and [offer a positive affirmation]. Make them ‘feel’ like they belong here, that we’re glad to see them and that it’s going to be a good day with them here.” Uplifting management should be an important part of your company’s culture, because ultimately, they are extensions of above-restaurant-leadership, and in turn, they will uplift the rest of the team.Schmidt finished, “Leadership is not a position or a title… it’s action and example.”
Now more than ever, franchisees are connected to their teams. As you grow your business, think about how your leadership reflects on your sports bar’s image and the morale of your staff. Utilizing these tips above can not only enhance the company culture you want to promote but also the performance of your sports bar. S
ALLISON MCCALLUM is the communications editor for FBS. You may reach McCallum at allisonm@myfbsonline.org or 678-797-5165.
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