Below will be my list of checklists I’ve used for clients.

Some will be downloadable.

Some will be editable.

Some will be an in app.

You don’t need to have all of these.

You should have most of these.

First a few thoughts in each section to give context.

THE SHIFT CYCLE

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I believe in the shift cycle. The purpose of your shift is to:

  1. Achieve the desired results
  2. Run a smooth a shift as possible
  3. Set up the next shift for success

The order is specific to keeping your business open! If we open and the closers did not do their job, then my job of opening becomes more difficult. Resentment will grow. The team will blame each other instead of taking the necessary steps to change. Each shift should be asked these three items.

I mention this first because we can create change here today. No need for training plans or recruitment drives. I’ve included my free Better Shifts Today app which contains an Opening, Rush, and Closing checklist along with my Snapshot. Some may call it a walk-through or a Manager’s Walk.

By using a system like this, we can create change one shift at a time, starting today.

https://app.jotform.com/BTY_Better_Shifts_Today/better-shifts-today

I like using this app because your team can save it to their home screen. Any changes you make will update automatically once they close the form they are currently using. The reporting is available online and in an email form.

We discussed earlier about Clear Expectations. Using a series of checklists help to set and then enforce those clear expectations.

RECRUITMENT & SELECTION

The QSR industry is a penny profit industry. Hiring everyone that applies isn’t realistic. Yet we as leaders have failed our teams in training them what to look for in a potential hire. The idea that a two-hour class can teach someone how to effectively execute a job interview and determine fit, culture, and future is LUDICROUS! On the other hand, many applicants have no idea if they’ll be a good fit for the pace and culture of your brand and location. The solution?

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  1. Promote online, at location, and amongst your team. Are they good team members? Great, have their friends work at the location down the street. Advertise on social media. Ask your team where they would look for a job and advertise there. Most importantly, anyone who walks in your door should know if you’re hiring and for when. Be a fore runner! If applicants must go through an online portal, then use a QR code to direct them to the website in your store. Don’t use paper unless you only use paper.
  2. Pre-screen based on availability and eligibility. If you need a 5-10pm team member and they apply for 5-10am, they shouldn’t move forward. That simple. Background checks and ability to work should be part of this.