You know what they say:  “If you can’t take the heat in the kitchen…find a way to cool things off!”

Okay, that may not be exactly how that phrase goes, but you get the point.  Record-setting heat across the country is making it more critical than ever to ensure the safety and comfort of your hospitality staff.

During the summer months, hospitality workers can be exposed to uncomfortable working conditions (both indoors and out) that can affect their job performance and health.  Hard work in hot weather can raise an employee’s body temperature higher than his body can cool itself off by sweating.  So as we head into the dog days of summer, use these common sense tips to keep your hospitality staff cool, safe and productive while they’re on the job:

Watch the heat index.  The heat index (a measure of how hot it really feels as the relative humidity increases) can affect how safe it is to work outside on any given day.  As you plan employees’ activities, be sure everyone on staff knows the heat index and measures their effort accordingly.

Provide plenty of water.  Encourage employees to take frequent hydration breaks.  Decaffeinated drinks like water and sports drinks provide the most benefit; remind your staff to choose these over teas, caffeinated sodas and energy drinks during the heat of the day.

Plan breaks from the heat and sun.  If employees will be working in direct sunlight or under unusually hot conditions, plan shaded or indoor respite breaks into their work schedules.

Schedule strenuous activities for the coolest time of day.  When possible, allow employees to perform taxing jobs like set-up, re-stocking and break-down early in the morning or later in the evening.

Establish a summer dress code.  Allow employees to wear lightweight, light-colored clothing to reflect both heat and sunlight.

Make sure kitchens are well ventilated.  Ovens, grills and exhaust from refrigeration equipment greatly increase kitchen temperatures.  Add extra fans and/or air conditioners to regulate the temperature and keep air moving.

Look for the signs of heat-related illness.  According to the National Oceanic and Atmospheric Administration (NOAA), here are some key symptoms to watch for in your employees and the appropriate first aid.  Be prepared by keeping a well-stocked first-aid kit with the items necessary to address heat-related conditions.

Take these proactive steps to keep your hospitality staff comfortable, productive and cool as a “Penguin” at the North Pole!  And as always, if you need reliable, experienced hospitality staff at a moment’s notice, give Penguin Staff a call.  Throughout Atlanta, Central Virginia and the D.C./Baltimore Metro area, Penguin has the people you need.

If you’re over 35, you can probably think back to a time when there were only three condiments:  ketchup, mustard and mayonnaise.

Ahhh…those were simpler times…

When you open up today’s menus, however, you’re faced with a dizzying array of options.  From barbeque sauce to salsa, consumer demand has driven a proliferation in condiment variety.

According to recent data from the Foodservice Research Institute (FRI), flavor variations in “the big three” condiments started back in the ’90s and have exploded in recent years.  The mayonnaise category, in particular, has undergone a major transformation.  In fact, the FRI’s MenuMine database lists no less than 90 mayonnaise flavor variations found on today’s menus.

Some quick FRI facts about mayonnaise use in foodservice:

• 70% of mayonnaise is used on sandwiches;
• 20% winds up on burgers;
• the average menu contains 7.8 items with mayonnaise.

Cutting-edge chefs are now adding flavored versions of mayonnaise to a wider range of items.  Kicked-up versions of the American staple are to be found on everything from meats and seafood, to vegetables and salad.

The flavor of mayonnaise can be enhanced with an assortment of spices and herbs.  Peppers, fruits and vegetables also add uniqueness and a bit of texture.  If you’re looking for new ways to freshen your menu, here is a list of top mayonnaise variations you may want to consider adding:

• Spices—garlic, saffron, cumin, red pepper, sage, red curry, sesame, ginger, paprika, lemon pepper, peppercorns
• Herbs—basil/pesto, cilantro, fennel, rosemary, tarragon
• Peppers—ancho, jalapeno, sriracha,  chimichurri, red, sweet, poblano, chipotle
• Fruit—apple, avocado, lemon, mango, lime, cranberry, citrus
• Vegetables—sweet relish, watercress, scallions, capers, olives, horseradish, wasabi
• Tomatoes—sun dried, roasted, smoked
• Cheese—blue, Parmesan
• Others—dijon, sherry, honey, buffalo sauce, spicy, teriyaki sauce

Of course, the best menu flavors taste even better when they’re prepared and served by true professionals.  Trust Penguin Staff to provide the screened and trained on-call, temporary and permanent hospitality staff you need.

You know who they are:

• the superstars who are committed to doing a job properly and not just “filling time”;

• the overachievers who go above and beyond the call of duty;

• the high performers who are enthusiastic about their jobs and fulfilling your organization’s mission.

Whatever you call them – superstars, overachievers, high performers – you know your hospitality organization’s success depends on hiring and retaining them.  So how do you identify them?

Unfortunately, high performers don’t go around with signs hanging from their necks that read “I’m a top notch worker – hire me!”  But, you can use this list of attributes to help you determine which hospitality candidates are the best and brightest:

1. They are forward-thinkers – about their job environment and their hospitality careers.  To thrive, they need to know how what they’re doing now will impact the future.
   
2. They have found their focus.  High performers know their strengths and have found an appropriate expression for their talents in hospitality.
3. They self-manage.  Research has shown that high performers consciously apply a systematic approach to every task.  This disciplined approach makes them more organized, productive and fulfilled.
4. They are accurate appraisers – of peers, work environments and themselves.  They can spot talent in co-workers and chinks in their competitor’s armor.  Likewise, they recognize their own weaknesses and strive to improve them.
5. They are intrinsically motivated.  While money is undoubtedly important, high performers are fueled from within.  Their need to attain personal and organizational goals is often as great a reward as compensation.
6. They are optimistic.  High performers see the glass as half-full.  They tend to treat obstacles and setbacks on the job as temporary and therefore surmountable.
7. They respect other high performers.  Rather than focusing on hierarchy, high achievers operate within a society of mutual respect.  As a result, they will lend a hand to others with talent and help them flourish.
8. They are results-oriented.  These individuals won’t sit quietly and do a job just because they’re told to.  Top performers need to know how their efforts affect the organization’s “big picture,” and measure their efforts in terms of bottom-line results.

If you want to hire top performers, develop behavioral interview questions that will screen for attributes like the ones listed above.  Or just give Penguin Staff a call!  Our staffing professionals are experts at identifying high achievers who will perform well in your organization.  We offer a variety of hospitality recruiting and staffing services to deliver the best and brightest for you.

From coast to coast, the mercury is steadily rising as we approach the hottest months of the year.  When the heat is on, that means higher refrigeration bills – and greater potential for problems with your commercial refrigeration units.

Make sure your kitchen is ready to take the heat this season!  Use these maintenance tips to optimize the efficiency of your refrigeration units and save on utilities:

• Identify and minimize parasitic loads.  Parasitic loads come from heat sources inside the refrigeration room, such as interior lights, fans, defrost systems and heaters that prevent surface condensation.  They generate heat that must be removed by the compressor, thus adding to the cooling load and increasing the energy consumed.  If you can afford it, consider investing in high-efficiency refrigeration compressors, condenser/evaporator fan motors, and/or energy efficient lighting to reduce energy consumption and reduce cooling loads on the compressor.
• Clean condenser and evaporator coils.  This one seems obvious, but not everyone does it.  Cleaning the coils allows air to pass over them and disperse heat.  When coils are blocked with dust and dirt, your unit has to work much harder (and consume more electricity) to keep things cool.
• Replace worn-out door gaskets.  Check to make sure your refrigerator door gaskets form tight seals when your refrigerators’ doors are closed – keeping cool air in and hot air out.  If gaskets are worn or torn, they’ll cost you extra money in utilities and can become a breeding ground for bacteria.
• Accessorize your walk-in.  An automatic door closer will quickly shut the door after someone enters or leaves.  Strip curtains provide an added layer of insulation and will dramatically reduce the amount of cool air loss.  Finally, installing a high-quality door latch will ensure the gaskets seal properly each time the door is opened.

You may be surprised at how much overhead you can eliminate by following these simple suggestions.  And if you want to reduce labor overhead, give Penguin Staff a call.  Our full complement of strategic hospitality staffing services ensure you have the trained professionals you need, right when you need them.

Penguin’s hospitality workforce solutions lower your overhead by keeping only essential full-time staff on hand, and allowing us to manage things like:

Ever had to fire an employee?

If so, you know how difficult the act can be.  Even when an employee truly deserves it, the act of taking away his livelihood can leave even the most dispassionate manager feeling awful.

Thankfully, there are things you can do to make the process respectful and compassionate.  These suggestions will help you treat the employee as humanely as possible, while still protecting your business from a legal aspect:

Think before you act.  Before firing anyone, get advice from a human resources professional or employment lawyer.  These experts can help ensure you abide by state and federal laws, as well as your company’s unique employment policies.

Get your ducks in a row.  Simplify the employee’s transition by handling termination logistics before calling the employee in.  Create a clear plan for the employee to return company property, clean out his desk/office and consult with HR on pay/benefits to expedite the separation.

Skip the small talk.  Don’t bother trying to warm the mood or to pretend it’s an ordinary exchange – you’re only delaying the inevitable.  Save the platitudes and limit the meeting to 10 minutes or less.

Stay neutral.  Keep it pleasant, but not too friendly.  Let the employee down as easily as you can without being unprofessional.  Remember, you are not this person’s comforter – he can go home to his spouse, friends or family for the support he needs.

Empathize.  Try to put yourself in the employee’s shoes and understand what he’s going through.  Be patient when you talk to him and keep your cool if he becomes angry, upset or frustrated.  Offer whatever resources your company provides to ease the employee’s transition.

Be decisive.  Make sure that both your tone and wording are resolute.  Giving an employee “wiggle room” or false hope will only encourage him to try and argue to save his job.  If you find yourself getting dragged into a pointless discussion, take charge by saying something like, “I’ll be glad to talk about this as long as you like, but you should know that nothing we discuss will change the decision.”

Be honest.  If you’re downsizing, leave performance out of the picture.  But if performance is the issue, don’t try to hide behind an excuse to make the conversation easier for you.  You’ll be doing the employee a disservice and opening your business to potential problems – especially if you later hire someone to fill the vacant slot.  Be direct about your reason for termination, even if it’s difficult for one or both of you.

One of the benefits of Penguin’s on-call and temporary hospitality staff is never having to fire them!  As their employer of record, we take care of replacing and/or reassigning workers.  Contact Penguin Staffing today to find out more about our hospitality staffing services in Atlanta, Richmond, D.C. and Baltimore.