His shows are better to watch to get info granted it is a little under 3 minutes but with all the blips its kind to hard to follow yes he is a good chef but this format is not what i found informative the massage is lost in the video jumping around to much.

Key Takeaways:

• When Gordon Ramsay opened his first restaurant in London, his goal was to win Michelin three-stars. He was successful in doing so, but soon realized that winning it was the easy part.
• Chef, TV Producer & Host Gordon Ramsey shares his advice for achieving and maintaining success.
• How do you maintain success once you have achieved it? For Ramsay, he needed to develop the team that would run the kitchen when was he wasn’t there.

“When Gordon Ramsay opened his first restaurant in London, his goal was to win Michelin three-stars. He was successful in doing so, but soon realized that winning it was the easy part.”

http://www.restaurantnews.com/gordon-ramsays-secret-ingredient-to-sustained-success/

Micromanagement is a problem in working environments that restricts employee autonomy and management effectiveness. Many managers do not understand how their actions are perceived by employees or how their actions effect the workers and company. Micromanagement leads to employee disenfranchisement which can also effect customer experience. To combat the urge to micromanage, leaders should observe but not linger. Managers should schedule times to check in without deferring from schedule and ask questions.

Key Takeaways:

• Micromanagers are notorious for failing to understand why micromanagement is an issue.
• The prevailing problem is that many micromanagers don’t even realize that their behavior counts as micromanaging.
• The worst managers think that they already have all the answers, and that their job is to force their own vision of store operations onto their employees. In reality, the relationship should be almost entirely the opposite

“Micro-managers are notorious for failing to understand why micromanagement is an issue. The mindset is that managers are supposed to manage—ipso facto.”

https://www.qsrmagazine.com/outside-insights/you-re-micromanaging-without-even-knowing-it

As companies are becoming more greedy about paying their employees a fair wage, the government has heard quite a bit of excuses in their time. To name a few companies have said their accounts do not speak the same language, as well as giving the employee a three month period of time to prove themselves first.

Key Takeaways:

• Excuses discovered by HMRC included businesses that would only pay staff once they’d “proved themselves after three months”, one said they would only pay staff for the time they were actually serving customers, and another blamed their accountant, as they “speak a different language”.
• Business minister Margot James called on businesses to make their staff aware of what they should be paid, and said there was “no excuse for not paying staff properly”.
• The news comes as the new awareness campaign seeks to encourage workers to make sure they are receiving at least the statutory minimum, months after the National Minimum and Living Wages increased on 1 April.

“While some employers state that they aim to pay above the minimum wage to all staff, and some – such as Harry Cragoe at The Gallivant restaurant ‒ have said they will even pay the same rate to everyone regardless of age, other employers have been criticised for allegedly failing to pay enough.”

http://www.bighospitality.co.uk/Business/Government-reveals-10-most-bizarre-excuses-for-not-paying-minimum-wage?utm_source=RSS_text_news&utm_medium=RSS_feed&utm_campaign=RSS_Text_News

Just because you work with someone doesn’t mean you’re going to get along with them, but it does mean that you’re stuck with them (until one of you quits or gets fired). That doesn’t mean you need to put up with that behavior, though. “6 staff management tips for handling workplace bullies” has six tips for managers to help curb bullying in the workplace.

Key Takeaways:

• Boosting employee engagement could be as simple as giving workplace bullying the boot. Women tend to internalize workplace harassment by calling in sick or disengaging.
• Here’s how operators are working to create cultures that squash bullying while retaining and nurturing staff talent.
• The Texas district will be partially reimbursed for the meals, receiving $3.39 per lunch served and 86 cents per breakfast.

“Boosting employee engagement could be as simple as giving workplace bullying the boot. Women tend to internalize workplace harassment by calling in sick or disengaging.”

http://www.foodservicedirector.com/managing-your-business/managing-staff/articles/6-staff-management-tips-handling-workplace-bullies

Restaurant Revolution Technologies, Inc. a leading provider of order management, call center and technology solutions for restaurant operators helping them to manage and optimize their off-premises takeout orders, has completely moved its call center services to a virtual model blazing new trails and frontiers within the restaurant industry. These call centers are state of the art.

Key Takeaways:

• Restaurant Revolution Technologies, Inc. has completely moved its call center services to a virtual model.
• Unlike traditional call centers the new ones allow for a more cost-effective and flexible model.
• RRT is able to recruit and hire virtual agents with experience in the Hospitality and Customer Service fields.

“Unlike traditional call centers that operate in “brick and mortar” buildings with enormous fixed costs and limited recruiting and scheduling flexibility, the virtual call center services offered by RRT allows for a more cost-effective and flexible model by utilizing highly screened and trained independent agents that are operating during the hours set by the call volumes of the restaurant client.”

http://www.restaurantnews.com/restaurant-revolution-technologies-virtual-call-center-blazing-new-trails-in-restaurant-industry/