Self Evaluation for Decision Making

From Kayayetta Dukes To Lana Lincoln Subject Self Evaluation January 17th 2012 safe Mrs. Lincoln, Here is my yearly self-evaluation report about the managerial decisions I energise made regarding the restaurants employee retention issues we face. As we have previously discussed at meetings our employee retention ratio to turnover is fairly poor for a restaurant. I think many establishments face this ch all(prenominal)enge of retaining good employees and in that respect ar several reasons that are to blame for the high ratio.I tactile property if we didnt implement these criteria it would snowball and grow into bigger problems so it seemed a no brainer to waste no time in starting this makeover. Ive come up with a game plan to drastically overcome our turnover rate so we kitty focus on new(prenominal) issues that warrant our attention in the process of devising the restaurant amends 1 in all aspects possible. Our major issue at the restaurant is that our employee retentio n rate is around 15% which leaves our turnover rate at an out of control 85%. With most of our employees being constantly replaced its nasty for our staff to have a sense of cohesion, aggroup pride, and stability.My criteria with this challenge was to bring about a sense of loyalty with the staff, make them smelling like they are a part of a big family show them that this job can be a long-term career and that we want to promote from within. calculation these criteria helps me figure which are most important in reaching our boilers suit aspiration of reducing our turnover rate. The numeric value of 5 ordain count as most vital in accomplishing our goal and 1 lead represent the criteria that can be put on the punt burner until the 5s are implemented and in force. Communicate managements goal to promote from within 5 * Reward full-time and part-time employees for distance of assistance 1 * Team-building exercises once a month 1 * form an employee proposition box 5 * Reva mp scheduling to create more than convenience 5 Although I feel strongly about my above solutions Ive created a few alternatives that could possibly become just as well. My first alternative idea would be to mandate discipline classes for all employees. This plan would include training on customer service skills, teamwork strategies, and in-person growth.Another alternative would be to mandate employee events to reward good service and promote togetherness. My final solution would be to crack down on the team with serious consequences for being late, missing shifts, or receiving customer complaints. This system would consist of writing repeat offenders up and firing them after so many to show we want to employ and keep worthy employees and we will not tolerate less. To rate these alternatives I used a piss of 10 for the best and a 5 for the ones that I have reservations about. * Mandated training classes for all employees. 10 Mandated after work employee events to promote tea m cohesion. 5 * Rid the restaurant of employees who arent doing a good job. 5 I carefully considered these alternatives before making the optimal decision of sticking with the veritable plan plus including the first alternative to have a tell on proof way of getting a serious hold on our retention rate. I did encounter problems completing the challenge though. This included rampart from employees who were reluctant with accepting change. Also we had issues with scheduling for additional trainings and after work events to work on team cohesion.I overcame these hurdles by making the trainings available more days to accomidate more employees without conflict, we created the suggestion box and also are now taking a majority vote for the monthly reward meeting in which we will have an open assemblage about issues that have risen in the previous month as well as to cover progress and future expectations. In conclusion, this roam has been widely successful in just these few short mon ths. Our team is working more cohesively and taking teamwork to a whole other level.The suggestion box has been filling up and we have been addressing concerns of our employees which have made them feel their opinion is not only important but wanted. This in return is creating more loyal enthusiastic and eager workers whom are giving peachy customer service to our guests. I hope you are as genial as I am in the team and see the overall difference and growth. Sincerely Floor Manager Kay Dukes Reference Bazerman, M. H. , & Moore, D. A. (2010). Judgment in Managerial decision making (6th ed. ). Hoboken, NJ Wiley.