To: Lana Lincoln
Subject: Self Evaluation
January 17th 2012
Dear Mrs. Lincoln,
Here is my yearly self-evaluation report about the managerial decisions I have made regarding the restaurant’s 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 challenge of retaining good employees and there are several reasons that are to blame for the high ratio. I feel if we didn’t 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. I’ve come up with a game plan to drastically reduce our turnover rate so we can focus on other issues that warrant our attention in the process of making the restaurant number 1 in all aspects possible.
Our major issue at the restaurant is that our employee retention rate is around 15% which leaves our turnover rate at an out of control 85%. With most of our employees being constantly replaced its hard for our staff to have a sense of cohesion, team pride, and stability. My criteria with this challenge was to create a sense of loyalty with the staff, make them feel 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. Weighing these criteria helps me figure which are most important in reaching our overall goal of reducing our turnover rate. The numeric value of 5 will count as most vital in accomplishing our goal and 1 will represent the criteria that can be put on the back burner until the 5’s are implemented and in force. * Communicate managements’ goal to promote from within 5 * Reward full-time and part-time employees for length of service 1 * Team-building exercises once a month 1
* Create an employee suggestion box 5
* Revamp scheduling to create more convenience 5
Although I feel strongly...