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--Clarify expectations. Giving employees a clear understanding of their job and what standards they’re expected to meet both expedites time and avoids conflicts. Less conflict means a happier employee, more likely to stay.

--Know your workers. Learn their hobbies and interests, and especially long-term goals. This will help you better meet their needs and show that you care.

--Give feedback. Constantly tell employees how they’re doing and that you want them to stay. It’s one thing to love your job, but it’s even better to know your job loves you back.

--Create a team culture where all team members support each other. People will often go the extra mile … or stay extra years … for the team.

--Educate and train. Employees who see that you are making an investment in them feel more valued and appreciated.

--Offer incentives and rewards. This creates a happy and charged work environment and shows an even greater sense of appreciation.

--Empower employees. Let them make decisions as much as possible. Empowering employees sends a message to employees that you trust them.

--Evaluate regularly. Daisy Saunders, founder of the consulting firm, Big Eyes International suggests the “sandwich technique.” Start with praise, then discuss challenges and jointly develop a plan to overcome them. Finally, close on a positive note. Saunders emphasizes the role of your managers in all of this. People are likely to stay if they like and respect their leaders.

The Key Role of the Job Description

But it’s also important to re-emphasize that all of this starts with hiring right. That depends on the job description, because it both defines what your candidate should be like and then, once on the job, documents your expectations and performance standards.

That makes it vital that the job description be right … clearly written and, these days, legally reviewed, especially for compliance with the Americans with Disabilities Act (ADA). One way to do this without turning description-writing into a second career is with a solid, prewritten jobs description program.

2008 NW Foodservice Show Returns to Seattle!

As far as homecomings go, this one is pretty special. It’s been ten years since the last Northwest Foodservice Show in the city that Northwesterners refer to as “The Emerald City”. Set for April 27-28, 2008 at the Washington State Convention & Trade Center, the show is expected to draw more than 12,000 restaurateurs and foodservice professionals coming to taste, view and learn about the latest products, industry trends and innovations.

The move to bring the show back to Seattle is a strategic one that looks to capitalize on sales and  growth forecasts that show the industry continuing to thrive in this region. As the largest and most diverse restaurant and foodservice rich city in the region, it only makes sense to play host to the region’s largest and best attended foodservice industry trade show.

This year’s show adds a World Products Pavilion intended to showcase international and ethnic fare, and brings back a number of favorites from years past including a Beer & Wine Tasting Pavilion, a New Products Showcase, and of course, a Chef Demonstration Stage. Activities on the stage will reflect to a large degree the World of Ideas! Marketplace of Solutions! show theme, which will highlight products and ideas originating from beyond our borders, and in a style that calls to mind colorful public markets such as the nearby Pike Place. 

Interested exhibitors are encouraged to contact the show office at 800-645-7350, or info@nwfoodserviceshow.com. More information, including a floor plan and directory of exhibitors is available at  www.nwfoodserviceshow.com.