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To outsiders, weekend shifts and evening rotations might seem like a tough challenge for companies trying to create a cohesive team. But for select employers in the hospitality business, non-traditional hours pose few roadblocks to a culture where employees feel invested in their jobs and in each other.
"Managers are very accommodating with schedules. This makes life a lot easier if you ever have emergencies," one employee says. "Everyone treats you like family. This makes work less of a burden and more exciting."
Organizational pride also runs high at Brinker International. Ninety-seven percent of employees say they are proud to tell others they work for Brinker restaurants like Chili's and Maggiano's Little Italy. The company helps cultivate a sense of ownership among its workforce by sending 80 general managers from its top-performing restaurants to a resort for five days, while lower-level managers get bonuses and the company throws parties for their hourly employees. Companywide, salaried team members are eligible for bonuses and profit sharing each year. Plus, team members describe a social atmosphere encouraged by group outings and incentives like gift cards.
"We work very hard to ensure our restaurants have everything they need to provide a great dining experience, and when the work is done we always take time to celebrate and connect with our co-workers," one employee says.
The Cheesecake Factory also sets itself apart from many in the hospitality industry by offering frequent in-person and online training, including courses administered on tablets in each restaurant. All told, this averages 151 hours of training annually for part-time employees and 327 hours annually for those working full time. As is the case at other outstanding companies, the seven-day-a-week challenges in the hospitality industry are no match for a restaurant employer committed to creating a positive place to work each day.
As one Cheesecake Factory team member puts it, "My work schedule is flexible. My managers are friendly with all the personnel. And my co-workers are cooperative. I feel as part of a family."
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Be sure your talent acquisition teams know how Great Rated! helps support their recruiting efforts! See the best practices examples employers are using to promote their workplace culture in this recorded webinar with Great Rated! CEO Kim Peters and Great Place to Work’s Chris Culkin.
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Peter Barnes
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