Listen to the Feedback of Your Food Truck Employees
One of the most overlooked duties you have as a food truck owner is an obligation to your employees. Frequently, food truck owners get caught up in getting things done and tend to forget that they need to be there for their staff. One thing you can do to help alleviate some issues you may run into is to gather feedback from your employees and truly listen to what they say.
The first step to getting feedback from your employees is easy: You ask them for it. However, don’t walk up to them and ask, “What would you change about the company?” because this style isn’t very productive.
If you approach employees in that manner, you’re likely to receive a lot of complaints as opposed to helpful suggestions. Instead, formally survey your staff to let them know exactly what type of answers you’re looking for and what you intend to do with that information. The vast majority of U.S. companies are now surveying their employees to gauge their job satisfaction and assist in the creation of internal policies.
When done properly, an employee survey tells your staff that their input and concerns are important, which creates better morale and stronger loyalty to you and your business. Ask your employees to write down three things they feel are positive and a brief explanation on how they see them executed and three things they feel could use improvement and a brief description on how they’d implement improvement.
Preserving employee anonymity when conducting a survey is very important. If employees’ identities are tied to their responses, they may feel threatened, especially if their opinions differ from yours. As a consequence, they may choose not to participate, or their responses may not reflect their actual opinions.
So what should you do with this information after you receive it? This step is the most important part of the process: Read each and every response. Put together your own list of the points presented in the survey, starting with the most common and working down to the least common.
If you have common solutions, list those also. Next, you must carefully consider each of your employees’ responses, analyzing whether they’re practical, cost-effective, and fit into the concept of your business. If a suggestion is a fit or if you can modify it to get a usable idea, try it.
Whatever the findings, make sure you hold a staff meeting within a week of analyzing the survey results. Explain what suggestions were made and how you plan to implement them. If a suggestion isn’t going to be acted on, inform the staff of the suggestion and your reasoning behind the lack of or delay in action on it.
One of fastest ways to destroy the morale of your staff is to ask them for their opinions and then ignore their answers. When employees are asked for their opinions about their workplace, they expect to receive some type of response. If no response or comments are received, they’ll assume that their feelings, opinions, or solutions have been ignored.