Archive for September, 2007

Seinfeld On Marketing? Hmmmmm.

Consider Bill Gammell’s e-book worthwhile and fun reading!

Popularity: 6% [?]

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How to Differentiate Your Business

By Kevin B. Levi

Rules of Business Positioning

1. Differentiation is a business imperative today, not only in terms of a company’s success, but also for its continuing survival.

2. Truly understanding how and why you and your business are better than the competitions’ is essential to true business success.

3. Succinctly and effectively communicating your value proposition to customers and substantiating your claims will drive your business. continue

Popularity: 13% [?]

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NRA Responds To Restaurant Depreciation Legislation

WASHINGTON, D.C. — The National Restaurant Association has praised the introduction of a House bill aiming to address the tax code’s unfairness toward restaurants, the association announced.

The bill would make permanent the accelerated depreciation schedule of 15 years for both new building construction and improvements for restaurants in the United States. Representatives Kendrick Meek, D-Fla., and Pat Tiberi, R-Ohio, are the lead cosponsors of the bill.

“The nation’s 935,000 restaurant locations will serve over 70 billion meals and have an overall economic impact of more than $1.3 trillion in 2007,” said Peter Kilgore, acting interim president and chief executive officer of the Association. “By allowing restaurateurs to deduct the cost of new construction and renovations on a shorter schedule, this legislation will help restaurateurs to grow their businesses and create more jobs.”

Under current tax laws, owners of most commercial buildings — restaurants included — depreciate the building’s original cost, plus the cost of subsequent building renovations and improvements, over 39 years. Recognizing that some businesses suffer particularly heavy daily wear and tear, Congress has sped up the depreciation schedule for certain businesses, but not for restaurants.

“In order to compete, restaurants need to upgrade their facilities often. It makes no sense to force them to use a 39-year depreciation schedule when they need to improve their property more often to stay in business and serve their customers,” Meek said.

Popularity: 14% [?]

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New Franchise Idea:Fewer Rules, More Difference

Some franchises are giving their franchisees the freedom to run their establishments as they see fit — from changing menus to setting prices.

Why? It allows franchises to better compete with local businesses [read independents!] and other franchises that have a more cookie-cutter approach.

Read Article Here.

Popularity: 13% [?]

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Track Performance Every Step of the Way

Most managers only keep a record of things like hours worked, self-presentation, and bottom-line numbers that appear in regular reports. Otherwise, most managers rarely document employee performance unless they are required to do so. This leaves no written track record other than those bottom-line reports that tell so little about the day-to-day actions of each employee. Just imagine a doctor or nurse administering medicine to a patient in the hospital without making a notation in the patient’s chart, a banker cashing a check without charging it against the right account in the bank system, or an insurance adjuster who pays claims but doesn’t record them. All of these suggestions seem absurd. Yet managers interact with employees routinely (giving instructions, evaluating performance) without ever thinking to document those interactions.

If you want to be the manager who is “all over the details,” you need a tracking system: You need to be able to reference an ongoing written record of exactly what expectations, goals, deadlines, and requirements were spelled out. And exactly how each employee’s concrete actions match up with those clear expectations.

Knowledge is power: The more you keep track, the easier it will be to keep track. The greater your reputation for being all over the details, the more people will be likely to share information with you and answer your questions fully and honestly. They also will be more attentive to the details of their work if they have confidence that you will be reviewing the details of their work.

When you keep close track of each employee’s individual performance you make it clear to each employee that she matters and her work matters. That’s also the only way to put yourself in a position to make good decisions and help employees succeed. Keeping track in writing also creates psychological and material accountability. If you need to impose negative consequences or hand out special rewards, you’ll have a written record to support your case.

Monitor, measure, and document performance—good, bad, and average—with every employee, every step of the way.

Popularity: 7% [?]

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Keep Your Keepers: 16 Cost-Effective Ways to Grow Your Staff’s Loyalty

Employees matter. No, really, think about it: Your competitors have access to the exact same resources as you—which means infinite choices exist for your customers, and for your employees as well. According to Joanne G. Sujansky, Ph.D, CSP, if you’re not seeking ways to nurture employees and meet their needs, they will seek greener pastures—and your customers will follow them over the fence.

“Many leaders don’t realize that the rules of business have changed almost overnight,” says Pittsburgh, Pa.-based KEYGroup’s founder and CEO Joanne Sujansky. “The old paradigm says that your primary focus should be on keeping your customer happy. The new paradigm says the employee has taken over that spot. Keep her engaged and she’ll keep your customers happy. Neglect her needs and she won’t be so concerned about keeping her end of the bargain. In the end, not only will she go elsewhere, your customers may follow suit.”

Make no mistake: when employees start searching for greener pastures, it’s a bona fide disaster. So the million-dollar question is: What are the secret little things that will help you keep your employees engaged and productive? And how can you do it without breaking the bank?

Here are 16 easy-to-plant and inexpensive “seeds” that will help your pasture be the greenest for your future and current employees:

1. Don’t misrepresent your culture.
Employee engagement begins with the first interview. What are you telling your new hires about the company? Are you giving an accurate representation of your corporate culture? “When new employees find out how things are really done, not only will they resent you, they’ll likely find somewhere else to work,” says Sujansky. “Every company should be honest about the kind of work environment it represents&hellipIf your culture isn’t quite where you’d like it to be, tell your new hires about the type of company you are striving to become, tell them how you are going to get there, and how they can help you get there.”

2. Learn the rules of engagement.
Boredom hinders not only productivity, it prevents happiness. Although many employees may complain about their workload, not having enough work will have the same disengaging effects. Present staffers with challenging assignments and provide them with opportunities to grow and develop. “Not surprisingly, employees appreciate it when their employers take an interest in their future inside and outside the company,” says Sujansky. “A great way to do that is by providing opportunities for employees to improve on their skills or learn a new skill they can use in their everyday jobs.” When employees are satisfied, they’ll stick around.

3. Cross-pollinate your culture.
Make your pasture the greenest by embracing diversity A diverse workforce—in race, ethnicity, gender, age, geographic origin, education, personality, experience, etc.—creates an energy that can rarely exist in an environment of uniformity. Companies that bring together a diverse group of people to get the job done are richer, more stimulating and more fun.

4. Be a good corporate citizen.
Today’s employers are finding that they have to care about more than profits if they want to keep employees happy. Environment, health, and safety issues are in the public spotlight and, as a result, employees want to work for companies who take these factors into consideration. A study from the Center for Corporate Citizenship at Boston College found that 30 percent of employers say that good corporate citizenship helps them recruit and retain employees.

5. Give praise where praise is due.
Tell your workers when they’ve done a good job—it’s that simple. And let his co-workers and even customers know. Recognizing a job well done isn’t an expensive proposition, but it will mean the world to your employee. Utilize an employee recognition program to ensure continual achievement recognition. This will also give managers the ability to reward a job well done with a more tangible prize—such as a gift certificate.

6. Get creative with benefits.
Normal benefits—such as health insurance and a 401(k)—are usually given by all companies. And when most employees can get the benefits they need almost anywhere, these perks lose their valuable appeal. Organizatons need to think outside the box and figure out which benefits will benefit them the most in terms of rentention. “Take a note from Qualcomm. In addition to offering an amazing healthcare package, the company caters dinner for employees who work late, a relatively inexpensive perk that is sure to please hungry, hardworking employees.” says Sujansky. “Other options include providing access to dry-cleaning services, treating all of your employees to lunch once a week, or providing them with on-site educational programs delivered by local experts or company vendors in a wide variety of fields.”

7. Be aware of the changing needs of your employees.
Change is inevitable in business—and that includes your employees’ needs. As your baby boomer employees get older, so do their parents and children. Be understanding when they need to take time off to take care of Mom, Dad or child. And never give them a hard time when they need to take care of their own health issues. By understanding their changing needs, you show sensitivity to what’s going on their lives and build loyalty.

8. Great employees thrive under great leaders.
It’s the managers who have direct contact with employees, and it’s their leadership that is a company’s best bet to retention. The buck starts and stops here—it’s commonly said that employees don’t quit their job, they quit their manager. “Pay attention to your front line managers. Keep a close eye on their relationships with employees and get rid of bad managers when necessary. If your employees see that you care about who you enlist as a leader, they’ll feel more secure and will work even harder,” Sujansky says.

9. Conduct “stay” interviews regularly.
Regular “stay” interviews provide a great opportunity for leaders to compliment their high performers on their great work and also to inspire them to do more to take the company to the next level. “Use these interviews to gauge how well you are meeting your employees’ needs,” says Sujansky. “Be open and honest with your employees and always seek out their suggestions on what you and the company can do to improve.”

10. Create a “best” work environment.
Is your work environment restrictive and stifling? Make sure your employees are allowed to develop and implement their own ideas within your organization. It will help keep them passionate about their work—and keep them on your roster.

11. Help employees achieve work/life balance.
In today’s high-tech world, it is easy to allow employees to work from home in different types of mobility programs. “Providing flexible hours or allowing your employees to work from home shows them you value the lives they have outside the office,” says Sujansky. But the problem is that too many companies expect mobile employees to then be “on call.” If you give even a slight impression of this, you’ll disrupt their delicate work/life balance that they probably already struggle to maintain. Employees in today’s workforce saw their parents give their lives to companies while missing soccer games, recitals, and family dinners only to be laid off at age 55 without much hope for finding other employment—and many refuse to let it happen to them. Promote time-off from work as much as you promote productivity and bottom lines.

12. Insist that your employees take vacations.
Several studies show that employees who take vacations are less stressed, lead a healthier lifestyle and are at lower risk of having heart disease. All of that means lower healthcare costs for you. Furthermore, employees who get away from the office are less likely to suffer burnout. If it isn’t possible for employees to take a full week off, encourage them to take shorter more frequent vacations.

13. Create an environment of trust.
Employees are happier and work harder when they feel like they can trust their leaders. And they decide which leaders they can trust based on how their fellow employees, company vendors and customers are treated. Do you treat all with the same level of respect? Do you behave ethically and hold others accountable for their actions? If an employee sees you treating someone else poorly, his level of trust diminishes and he starts to care less about doing a good job for you. But remember that trust is a two-way street. Your employees need to feel that you trust them as well. Again, this is where flexible work hours and mobility programs come to benefit.

14. Get rid of weeds.
Poor performers and negative employees stifle the good attitudes and high performance of their fellow employees, just as weeds choke out green grass. If poor performers are allowed to thrive—and even protected—then your stars employees will feel mistreated and leave. “Any environment where employees are not held accountable for their actions, whether they’re positive or negative, can create a poor working environment,” says Sujansky. “The greenest pastures are never filled with weeds so keep that in mind when you are growing and developing yours.”

15. Use internship and mentoring programs to grow and nurture new talent.
Grow and nurture talent by allow your promising prospects and employees to learn what your company culture is all about and develop their own professional skills. It’s a win-win situation for your company: Employees see growth opportunities and feel appreciated while you get a sneak-peak at your internal talent pool.

16. Take a seasonal approach.
“There are any number of ways to do this,” says Sujansky. “Be creative. In summer, consider giving half-days off on Friday, or give a half-day off before an employee’s vacation to help her minimize the stress of leaving town. Even something as simple as providing fresh fruit or flowers for the office can make an impact. At the holidays, bring in gift wrappers or give employees a day off to take care of their seasonal shopping. These ideas aren’t expensive, and they go a long way toward showing employees that you care.”

Joanne G. Sujansky, PhD, CSP, has helped leaders to increase business growth and profitability by creating and sustaining what she calls a Vibrant Entrepreneurial Organization for over 25 years. Her expertise, insight, wisdom, humor, and practical solutions have made Joanne a highly sought-after speaker for keynote addresses, seminars, conferences, and workshops. For more information, please visit keygroupconsulting.com or joannesujansky.com.

Popularity: 8% [?]

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Cutting Boards 101

“Usually, a cutting board will tell you when it needs to be replaced — when it begins to discolor and has too many grooves that discolor,” says John A. Krakowski, a food safety coach and trainer.

Never should raw hamburger meat meet fresh tomatoes or onions on a cutting board.

Several food experts say raw meat should be prepared on one cutting board, while vegetables and other produce should be prepared on another. But don’t stop there. If you’re in the market for a new cutting board, you might as well buy not two but possibly four — one for cooked meat as well, and one for bread.

“The whole purpose is to cut down on cross-contamination,” says Cherie Napoleon, a chef instructor at the Institute of Technology in California and secretary of the American Culinary Federation Chefs Association.

If you’re out board-hunting, you have your choice of several styles and material options. Cutting boards are typically flat and rectangular. However, they also can be round, be raised on stands or even have rubber edges to prevent slipping.

“There are cutting boards of all descriptions out there,” Napoleon says.

The most common board materials are wood and plastic, though some are made of glass. All have their advantages and disadvantages.

If you like wood, soft types such as pine aren’t recommended. “The problem with the softer wood, especially with a cleaver, is they’ll splinter, and you don’t want that with your food,” Napoleon says. “People will go to their lumberyard and use that [lumber] as their cutting boards, and that’s not appropriate.”

Instead, look for hardwoods with a close grain, such as maple, she says. However, “when you see these beautiful mosaics of wood-laminated cutting boards, you have to be careful with them. They can come apart.”

Maintenance is key

As for the plastic cutting boards, even the thin, flexible sheets, make sure they’re designated “food grade,” says John A. Krakowski, a food safety coach and trainer.

“When I say ‘food grade,’ it isn’t recycled plastic,” he says.

While glass cutting boards may be non-absorbent, their surfaces can be slippery. “Your knife can slip off them and cause some cutting hazards,” Napoleon says.

Whether you buy wood, plastic or some other material, it’s important to keep your cutting board properly maintained. After each use, it should be cleaned with warm, soapy water, rinsed and then left to air-dry. Many plastic ones also can be placed in the dishwasher. However, “you have to make sure the sprinklers have access to the entire cutting board,” Krakowski says.

Wood boards should not be placed in dishwashers before reading the label or checking with manufacturers to see whether they can be, he says. Mineral oil also should be applied on wood cutting boards from time to time.

You also can sanitize the cutting boards after you clean them, Napoleon says. In a small spray bottle, mix a tablespoon of bleach to a couple of cups of water.

“After I wash it, I spritz and set it aside in the dish drainer,” she says. “You don’t want to put it away damp.” If you do, “you’re encouraging the growth of bacteria.”

And don’t try saving your cutting boards for years, she and Krakowski say.

“Cutting boards don’t last forever,” Krakowski says. “Usually, a cutting board will tell you when it needs to be replaced — when it begins to discolor and has too many grooves that discolor.”

When they do, chuck them and get new ones.

Popularity: 25% [?]

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FOUR QUESTIONS . . . for Michael Stachura

Stachura is a behind-the-bar chemist. Every few months, the former bartender loosens his tie, rolls up his sleeves and experiments with new and interesting cocktails. The best of the best make it onto Marlow’s specialty cocktail list. How does he do it? We find out what’s in the mix.

Q: How do you approach adding cocktails to Marlow’s menu?

A: With our signature drinks, I almost do a seasonal menu every three months. We have categories like Late-Summer Sippers, Fall Antidotes, Winter Warm-Ups and Spring Fling. In the winter, we’re looking at warmer drinks, and we definitely wouldn’t have those in the summer. In the springtime, I’m looking for stuff that’s maybe rum driven. In the summer, the drinks are light and refreshing. In the autumn, you can start really going into drinks with a … heavier base. And we also look at what’s popular and see if we can do something with that.

Q: How long does it take to come up with a new cocktail?

A: It just depends on the cocktail. For example, we were the first place in town to serve a pomegranate martini about three years ago. I really thought pomegranate was a cool mixer, but there was only one pomegranate juice on the market at the time. [It] took probably a week trying different vodkas and schnapps, and looking for the perfect recipe. It worked out well. It’s our No. 1 seller. In the past two years, pomegranate juice is everywhere, and there’s about five or six pomegranate vodkas and cordials. Sometimes it takes a while. Sometimes it’s as quick as making a few drinks.

Q: What’s been your most surprising creation?

A: Probably the Orange Marmalade Martini. It contains real orange marmalade, and it’s the first time I’ve ever used jelly in a drink. It just turned out very good. It’s my favorite out of all of our signature drinks. And people have actually become more accepting of it.

Q: What’s really hot right now at the bar?

A: Mojitos are still a really big deal with people. And our signature drinks do really well. One of the ones I really like is the Bomb Pop. Remember the red, white and blue popsicles we had when we were kids? We have a drink like that that’s separated into red, white and blue, and tastes just like the ice cream.

Marlow’s Tavern, 2355 Cumberland Parkway, Suite 10, Atlanta. 770-432-2526, www.marlowstavern.com. Additional locations in Alpharetta and Midtown.

Popularity: 11% [?]

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Eating With Your Mind’s Eye

Garnishes are to a dinner plate what accessories are to fashion models: They set off attributes to their best advantage. But making food look nice — the “halo effect” of plate presentation — doesn’t require foam machines or truffle shavers. Here, a three-element plate gets a simple, effective makeover.

One caveat: Because we tried to show as many techniques as possible on one plate, this comes dangerously close to overdone. Learn to stop garnishing at the first moment of satisfaction — or even before.

Select the plate: Go with plain white, and keep proportion in mind: For three components, a 10-inch plate with a 1 1/2 -inch rim and a slight well gives the food a little room to breathe. The well defines the space and keeps liquids from running. The rim frames food just as margins frame words on a page.

Watch dimension: A little piling goes a long way. Towers of food that topple with the first cut of a knife have gone the way of the ’90s.

Use a kit: When having guests over for dinner, do what restaurant chefs do. Have some of the following items handy to choose from as the muse strikes, provided they make sense where you use them:

• Chopped parsley.
• Chopped and/or whole chives.
• Chopped scallions.
• Diced red bell p epper.
• A bunch of clean greens or herbs (such as watercress, flat-leaf parsley, cilantro, basil, thyme or sage).
• Black or white sesame seeds.
• Toasted pine nuts, pecans, slivered almonds or other nuts.
• Smoked paprika.
• Edible flowers.
  

Make garnishes work: Too much color can look clownish, and everything should belong. On our makeover plate, the red pepper strips on the sugar snaps and black sesame seeds and scallions on the couscous set off the colors and enhance the foods’ flavors instead of clashing with them.

When it comes to greenery, keep in mind that parsley goes well with all savory dishes, but other herbs should be used only if they are already components in the dish. Basil would be fine on our makeover plate because it’s in the sauce, but sage leaves would be inappropriate.

Some of the most fashionable finishing touches are also the tastiest: varieties of coarse sea salts and freshly ground peppercorns.

Source: The Washington Post 

Popularity: 13% [?]

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Benchmark’s Top 5 Dining Trends 2007

Benchmark Hospitality International, which manages 30 award-winning hotels, resorts, conference centers and condominium resorts throughout the United States and in Japan, has just released its Five Tasty Dining Trends for 2007, as observed by its properties. The trends were announced by Bob Zappatelli, vice president of food & beverage, and his team of 18 food & beverage professionals.

Benchmark Hospitality International, an independent hospitality management company based in The Woodlands (Houston), Texas, operates resorts, conference centers, hotels and condominium resorts both domestically and internationally. For locations of Benchmark Hospitality properties and for additional information, visit Benchmark’s Website at www.benchmarkhospitality.com.

Popularity: 16% [?]

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