4 Squares of Development

I'm a Restaurant Guy...

and I understand that my number one job according to the public is FOOD. But as an operator with a desire for long term success I need to be just as good at people as I am with Food.

Understanding where your associates and managers are in their development can help you schedule them, give them position and even promote. I put this together for operators who really need a solid direction to go with their associates.

Please spend the bulk of your time developing the bulk of your associates. I hope this helps.

		B	60%			20%	A
	HIGH
			Find Position
			Develop/Train  Position			Reward/Promote
Company Standards
			Progressive Discipline			Develop/Train Standards
	LOW
		C	20%			60%	B
			LOW			HIGH
				Job Skill/Ability

A's--(20% of Associates) demonstrate Both Ability and high level of skill in their current position and uphold the Highest in Company Standards. ** These associates we want to Reward and potentially develop and promote further. B's--(60%) These Associates either favor Ability OR company standards (not both). Some may always be on time but not your best cook. Others may be a good server but cannot seem to get his/her uniform together before coming to work. **This is where the bulk of Employee management is done. We should seek out a position that fits their skill level better or  begin having conversations about  steering  them into company ideals. C's--(20%) These associates in my opinion do not contribute to overall success of the restaurant. This is an opportunity to use Progressive Discipline/Encouragement  to cause associates to take stock  in their current role. **If this group is to develop you will need to have a hand in it. This job aid is also helpful in interviewing and selection of new hires. We should ask ourselves questions like, What box are they in currently? Where can this Associate go in our organization? When Associate Ability and availability meet company standards then long term success is inevitable.