MENTORING PROGRAMS Recruiting your restaurant’s best and brightest staff as beverage apprentices can be a ‘win-win’ situation for everyone. Restaurant owners can pre-empt hiring issues and build morale by training the next generation proactively. Overloaded beverage managers can boost their productivity by taking the time to share their knowledge. And, employees interested in beverage careers can develop new skills and industry contacts as they acquire invaluable resume experience. For aspiring sommeliers, there has always been a catch-22. To get the job, you need the experience, but to get the experience, you need the job. Formal wine and spirits education is hard to come by, and few courses address restaurant management topics. Hands-on experience remains the primary hiring criterion for the glamorous wine buyer position. Meanwhile, beverage managers are often overwhelmed, juggling inventory controls, administration and floor service. They log long hours and rarely delegate, since no-one below them knows how to do their job. Most restaurants need to hire a new beverage manager every few years. But, there’s no ‘second in command’ waiting in the wings like there is in the kitchen. If idealistic young recruits need resume experience, managers need skilled help and restaurant owners need back-up plans, why not work together to bridge the gap? An apprenticeship program is a structured and professional means to achieve all of the above. Taking inventories, receiving deliveries, and updating wine lists and spreadsheets are all possible tasks to be delegated. An apprentice program will require initial effort from the manager and a modest investment from the business, but will pay off for everyone in the long term. Mentoring apprentices takes time and energy, but the fresh blood will strengthen and invigorate any beverage program. Teaching complex tasks, like taking accurate inventory, encourages managers to develop more coherent systems. Checklists and spreadsheets eventually replace the sommelier’s gut instincts and mental notes. Before long, even the beverage manager’s vacations and illnesses become easier to manage. All who follow will find these beverage administration systems useful, whether or not they were promoted from within. Critics may gripe that training efforts are wasted, simply giving employees what they need to go out and find better jobs. But, they are missing the big picture. Training programs, like apprenticeships, actually increase staff retention by engaging conscientious workers, making them feel needed and giving them the tools to improve their work environment. A culture of involvement empowers honest, hard-working employees. If they’re eager to learn, make an effort to teach them. Giving of your time and experience sends the message that the restaurant values its people, and sharing the workload makes the whole team stronger. © Marnie Old and Old Wines LLC 2006 MENTORING PROGRAMS Plan a program you can afford Apprentices must be paid for their time, but the experience will be the main attraction. Consider adding extra hours before or after existing shifts for servers or bartenders, or add a part-time ‘beverage administration’ position and pay rate. Recruit apprentices with defined rewards Post the job opportunity internally, mentioning both the modest pay and the professional benefits, like a formal title and beverage management experience, as well as one-on-one mentoring and invitations to educational tastings. Only those seriously considering a beverage career will show interest. Structure a consistent weekly schedule Add a morning inventory before a quiet weekday lunch shift. Bring your team of helpers in early on your wine delivery day. Appoint an apprentice as ‘coordinator’ for your regular staff trainings. Or, host a review and purge of 86’s and typos between brunch and dinner. Provide direction, supervision and honest feedback Prepare checklists of tasks to be accomplished. Work along with your apprentices, explaining what you’re doing and why. Let them try new tasks, even if they fail. Correct errors calmly, and avoid controlling behavior like re-doing their work yourself. Invite apprentices to observe you in action Encourage apprentices to sit in and take notes on meetings with distributors, chefs and management. Always introduce them to industry contacts professionally and with respect. Assign stimulating projects Ask what they would change about the POS system. Send them home with the wine list document to play with new layouts. Discuss their suggestions seriously. Acknowledge their innovations publicly if they are adopted. Offer creative reinforcing rewards The hourly wage may be low, but perks can make all the difference. Bring them to trade tastings, comp them at your wine dinners as VIP guests or plan a field trip to a local winery. For services above and beyond the call, print up business cards in their name. And, of course, stellar recommendation letters are valuable assets that cost absolutely nothing to give. © Marnie Old and Old Wines LLC 2006