Restaurant Association THE Thymes (August 2014)

PHOTO S: BL UE KANU, QU EE NS TOWN

AUGUST 2014

Events Ready To Stimulate, Motivate & Educate...

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If you are looking for inspiration to help you and your team get through the winter months, the Restaurant Association is excited to present the solution. A spectacular three days (17(17-19 August), packed full of culinary competitions, essential business insights for hospitality professionals and a gala dinner.

president’s viewpoint... spotlight on employee performance

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ith the help of many, generous, sponsors the Restaurant Association has assembled an action-packed series of events in Auckland. With an estimated 2,000 visitors each day, this year our calendar is loaded with activities that you and your whole team can enjoy. Take time out of your business to visit—the Association has organised great hotel accommodation savings and the new venue is easily accessible with plenty of parking, so the experience should be hassle free.

Most employers will encounter employee performance issues and concerns in their business.

The key is to commence a process, whether that is an informal or formal process, without delay.

are your employees entitled to work here? top tips for training

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Effective employee trainee and development programmes are a good tool to improve job satisfaction and encourage staff retention. We’ve got some advice help get the best results.

events programme update

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SALE ST, AUCKLAND

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First up, the NEW ZEALAND CULINARY FARE is filled with an array of exciting competitions, covering, front of house, barista, kitchen and cocktails (and more). In fact there are over 60 competitions and hundreds of competitors, making this event a must see if you are coming up to Auckland. There are also a few spaces left for those who are keen to join in the fun, with the WAITERS RACE on Tuesday, 19th of August a more lighthearted part of the proceedings.

The RESTAURANT ASSOCIATION ASSOCIATION HOSPITALITY SUMMIT on Monday 18th August is a day filled with insightful information for your business with a stellar line up of hospitality leaders, both local and international, and topical presentations. Our special guest from Melbourne chef / restaurateur, Greg Feck, will be one of the many talented speakers on the day. Our glamour event, FEAST will also be part of the three days of activities and is where our prestigious Hall of Fame award is

presented along with the Innovators Award and the new Good Neighbour Award. For more information about all the amazing activities taking place check the events section in the middle of this issue...

THE INTERNATIONAL TOURISM

MARKET IS CHANGING BUT THE OUTLOOK IS POSITIVE

As tourism plays an integral part in the hospitality industry’s success, it is pleasing to note that international visitor arrivals hit a record high last year, with 2.7 million visitors spending time in the country. This is up almost 8 per cent over the year prior. And while traditional markets like the United Kingdom are expected to decline over the coming years, this will be replaced by strong growth from China and other Asian countries, as we see a shift in our international tourist market.

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pproximately 1.2 million of our international visitors come from Australia, but visitors from China saw the biggest increase compared with the year previous, up 25 per cent to 240,000. International visitors from other Asian markets also saw some strong growth; with Taiwan up 25 per cent, Thailand visitors up 23 per cent and Hong Kong and Singapore up 20 per cent.

However, although China is seen as New Zealand’s biggest potential growth market, on average, Chinese people spend fewer days in New Zealand and visit fewer regions than visitors from other nations. The bulk of electronic card spending by visitors from China is concentrated in Auckland, Bay of Plenty, and Otago.

Almost 2 million of our international visitors touch down in Auckland, with Christchurch our second most frequented port. While only 38,000 visitors arrived via our seaports for the year ended January 2014, this sector has seen the biggest growth (up 55 per cent over 2013).

Overall, spend by international visitors in New Zealand increased by 5 per cent for the year ending December 2013 to reach $6.7 billion, according to the Ministry of Business, Innovation and Employment’s (MBIE) International Visitor Survey. Of that total, $1.7 million was spent on food and beverage services (representing around 25 per cent of our total industry sales).

This increase reverses the decline reported in December 2012 and indicates that visitor spend is now at a similar level to that reported in 2011, the year New Zealand hosted the Rugby World Cup. Australia continues to be New Zealand’s largest tourism market, with Australian residents spending $2.2 billion during their visits to New Zealand over the last year. The biggest expenditure growth came from the United States, at 22 per cent higher than the previous year, followed by Germany at 20 per cent. Visitors from Asia (excluding China, Japan and the Republic of Korea) were also the more significant contributors to the growth (up 29 per cent), spending a total of $650 million.

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The Tourism Sector outlook suggests that traditional markets like the United Kingdom will continue to decline.

However, this decline will be off-set by strong growth from China and Australia. The US economy appears to be improving and visitor arrivals from the US are expected to improve. Overall, the average spend per day will increase, particularly in the later years of the forecast period. The length of stay will trend downwards due to a shift to short-haul trips from Australian and Asian visitors.

Looking ahead, the New Zealand Tourism Sector outlook produced by the Ministry of Business, Innovation and Employment predicts that the long term outlook, through to 2019, is positive, particularly from emerging markets like India and Indonesia. Their populations are large and youthful; as their economies approach middle income, demand for travel to New Zealand will soar. Visitor spending will recover over the coming years, following the sharp slowdown caused by a synchronised global recession during the GFC.

With some future planning the hospitality industry can maximise the potential of the changing tourism sector, the rapidlygrowing China visitor market and realise greater value from international visitors, in the face of declining lengths of stay.

SOURCE THE 2014 HOSPITALITY REPORT: FOR MORE DETAILED ANALYSIS OF THE INDUSTRY AND TIPS FOR HOSPITALITY OPERATORS ORDER YOUR COPY TODAY Restaurant Association members can request their FREE electronic copy of the 2014 Hospitality Report now (to the general public it is $150+gst). Email info@restaurantnz.co.nz.

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ceo update

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November 2011

FROM THE CEO’s DESK THIS ISSUE IS FILLED WITH GREAT INFORMATION INFORMATION ABOUT ALL THE EXCITING EVENTS THE ASSOCIATION IS ORGANISING ORGANISING IN AUGUST. THAT’S RIGHT THE NEW ZEALAND CULINARY FARE, FARE, THE RESTAURANT RESTAURANT ASSOCIATION HOSPITALITY SUMMIT AND AND FEAST

BY FAMOUS CHEFS ARE ALL ON THIS MONTH.

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hese events are a great opportunity to touch base with your peers, look for emerging hospitality talent, hear from inspiring hospitality leaders and kick back and celebrate some of the industries achievements. And it’s all wrapped up in an extensive three day spread. For those members traveling from out of town to visit the events please contact the Association for more information on our special deals for you.

We have been busy preparing the Association’s submission, on behalf of our members, for Café and Restaurant Managers to be reintroduced to Immigration NZ’s Skill Shortage Lists. We have an article that summarises some of the alarming results from the research we have gathered from the industry on recruiting for these key roles. In order to assist the industry more in this area the Association has created a hospitality forum to address the skill shortage issues in our industry.

Training is an integral part of our businesses and this issue covers off tops tips for implementing training in your operation. We also shine a spotlight on employee performance, highlighting the best ways to manage this in your business. House rules are an important part of the performance process and essential to the smooth running of day-to-day business. We make it easy for you to understand the reasons for having rules in your business and provide a template for you to work from.

In regional news, I would like to welcome our new Dunedin Branch president, Olive Tabor (Nova), to her post and the branch vice president Helen Wright (Rhubarb).

The Association looks forward to working more closely with these two passionate hospitality professionals. The Dunedin Branch has secured a seat on the Local Council Events Committee which is a great win for the local area and our members. A big thank you to our past president

Steve Richardson for all his hard work and dedication to the Association over the years and we wish him all the best.

The Restaurant Association supports many of the regional hospitality awards around the country and I recently attended the Rotorua Hospitality Awards.

What a glittering success that was. The local hospitality community in Rotorua is a close knit community and it was wonderful to again be involved in celebrating their outstanding success. Well done to the committee and the supporting sponsors for another successful event.

The Ministry of Primary Industries has attended a number of our branch meetings around the regions recently and have been well received by our members with questions around the newly enacted Food Act. The Act does not come into effect straight away, there will be a three year staggered transition period beginning no later than 1 March 2016. Many of our members are already using the food control plan and we recommend to others, to look at implementing one sooner rather than later. The Ministry of Primary Industries will have a stand at the NZ Culinary Fare so please do stop by with any questions you may have.

The Restaurant Association membership is growing and we are set to continue this growth as we work on more benefits for members over the next twelve months. We are always interested in hearing from you if you have suggestions about new initiatives or activities.

Marisa Bidois marisa@restaurantnz.co.nz

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ceo’s desk

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PRESIDENT’SVIEWPOINT OUR LATEST RESTAURANT RESTAURANT ASSOCIATION 2014 HOSPITALITY REPORT HAS BEEN RELEASED RELEASED AND MAKES FASCINATING READING. THIS IS A VERY IMPORTANT PIECE OF RESEARCH FOR OUR INDUSTRY AS IT PROVIDES ACCURATE AND VERIFIABLE INFORMATION TO ENABLE US TO WORK EFFECTIVELY WITH MANY CENTRAL AND LOCAL GOVERNMENT ORGANISATIONS ORGANISATIONS TO ENABLE THEM TO UNDERSTAND SOME OF OUR ISSUES. ISSUES.

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e often engage with agencies, such as Immigration New Zealand, on a case by case basis with a single member issue, however, it is also vital to have the data from this report to reinforce our overall position rather than always just citing an individual instance.

The issue of not being able to find suitable employees is of course no surprise to us. When we can provide data for example that 90 per cent of our hospitality businesses find it difficult, or extremely difficult, to recruit for management positions it helps to build a case for the reintroduction of restaurant managers to be on one of Immigration New Zealand’s long term skill shortage lists.

Whilst on this subject, the dearth of either skilled and experienced staff, or even suitable trainees, is of major concern. Our industry, especially in the café and restaurant sector, is growing rapidly and we have seen very healthy increases in customer spending this year as reported in the Hospitality Report. Here at the Restaurant Association we have also seen strong growth of our membership to over 1750, however, this means we all need to recruit suitable candidates to fill this growing market.

Auckland especially has also seen a significant increase in new operations which all require suitable employees.

Competition for staff means pressure on labour rates and whilst we would all love to pay our teams more we are in a low profit industry. Higher labour costs coupled with the trend of our customers wanting to pay even less can really affect viability.

Therefore we have to invest in developing employees new to the industry as well as continuing to train current staff.

We need to increase the pool of suitable employees by skilling them rapidly and also use training to retain current employees.

It is a never ending task but without a consistently great team behind you it is going to be very hard to survive this current ultra competitive marketplace.

Mike Egan mike@monsoonpoon.co.nz

MIKES RESTAURATEURS

GUIDE TO CHICAGO Mike travels to Chicago annually to attend the NRA’s Restaurant Show and recently returned from this year’s event.

He’s put together a great guide to the best places to eat and drink in this famous US city—something we understand he has researched extensively!

We recommend you check it out. Go to www.monsoonpoon.co.nz/mikes-restaurateurs-guide-tochicago/

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THE THYMES AUGUST 2014

president’s viewpoint

EMPLOYMENT

M AT T E R S

We examine some of the latest employment news, including managing employee performance, management skill shortages, implementing house rules and more...

SPOTLIGHT ON EMPLOYEE PERFORMANCE WHAT SHOULD YOU DO?

Most employers will encounter employee performance issues and concerns in their business. The key is to commence a process, whether that is an informal or formal process, without delay. Do not let performance concerns fester until you are at breaking point.

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ealy v Dblshot Ltd provides a set of facts to illustrate how an employer might encounter poor performance and address it in a justifiable manner.

Mr Healy was employed as a full time chef on a 90 day trial period. His tasks included managing the kitchen, providing daily cabinet food, undertaking short order cooking and preparing out-catering. He was given appropriate training, including guidance on the completion of his tasks, and an explanation of the various aspects of the day-to-day running of the café.

A number of issues arose. These included the short orders not leaving the kitchen fast enough (even during the quiet season), Mr Healy ordering too much stock (it was expiring before it could be used), and the food produced

by Mr Healy not meeting required standards.

Dblshot tried informal performance management by informal discussions and giving the assistant chef more hours of work to help Mr Healy become familiar with the café’s systems. When that did not work, Dblshot progressed to a “coaching meeting” and informal coaching sessions.

Around this time the café took a booking for an outcatering order of Asian/Vietnamese themed food.

Because of the problems that had arisen with Mr Healy, one of the café’s owners helped him design the menu, assisted with some of the preparation, and showed Mr Healy how to roll rice paper rolls when Mr Healy was having trouble.

But, despite the guidance and assistance, the food ended up being late and was not up to usual standard. That was the last straw, and Dblshot terminated Mr Healy’s employment under the 90 day trial provision.

When Mr Healy brought an unjustifiable dismissal claim, the Authority was able to reject it on the basis that Mr Healy was prevented from pursuing that particular grievance due to the valid trial period.

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But what if there had not been a trial period, or the problems had arisen after 90 days?

The first step is to make sure the employee’s performance obligations and requirements are clear. If not, set or (ideally!) agree on clear targets that the employee must meet or skills the employee must be able to perform.

Remember your good faith obligations – an employer needs to ensure performance expectations are clear, reasonable, and that reasonable help or training is given to meet the expectations. Dblshot did commence this informal process and provided coaching sessions as well.

If expectations are not met, and the employee’s performance is not meeting the set standards, a formal process should be commenced. The process itself must be justifiable, so Mr Healy would have needed to be told in advance what the meeting was about and the possible disciplinary consequences, and given the opportunity for support/legal representation. Following the meeting, before reaching a view on the appropriate outcome, Dblshot would need to take both Mr Healy’s response to its performance concerns, and his response to the proposed disciplinary sanction into account.

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employment matters

international update member benefits F ROM P RE VI OU S PAGE, Sp otl igh t On E mp l oyee Pe rf orma n ce

Generally, for performance concerns, a formal warning is the gravest initial disciplinary consequence. Dblshot might have given a formal warning together with a plan for what Mr Healy needed to do in future to improve (including timeframes).

Training and help to improve should be provided by Dblshot again. If he still failed to come up to scratch, Dblshot might have commenced another formal process after which a further warning or dismissal might have resulted depending on the conduct and the employer’s policies.

The earlier you deal with performance issues, the more likely you will be able to resolve them with a simple conversation, rather than a formal disciplinary process. Whether the process is formal or informal though, expectations must be clear, employees must be given the opportunity to improve and both parties must act in good faith.

If you have any questions on managing poor performance or require advice specific to your situation, the team at the Restaurant Association is your first point of contact and they have guidelines to assist in this process. Hesketh Henry is always available to help if the issue escalates and further help is required.

ABOUT THE AUTHOR For more information please contact Sarah Holderness, Solicitor at Hesketh Henry on 09 375 8778 or email sarah.holderness@heskethhenry.co.nz

employment matters

employment matters

CAFÉ & RESTAURANT MANAGERS IN DEMAND The hospitality sector is facing a critical shortage of skilled managers, with many businesses struggling to find suitable candidates and positions remaining vacant for months. With the industry losing skilled workers to Australia and many others leaving the sector for good, the news that Immigration New Zealand is reviewing whether the Café and Restaurant Manager role should be reintroduced to its Essential Skills in Demand Lists, is good news. BY MARISA BIDOIS

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he removal of this role from the Immediate Skill Shortage list earlier this year was a move that hurt the hospitality sector and New Zealand.

Many of our members have since struggled with a number saying that despite investing in in-house training programme and promoting from within, they still find recruiting for café and restaurant managers extremely difficult.

Recruiting and retaining high calibre staff able to work as café and restaurant managers has always been a challenge for the industry, where many of its workers consider a hospitality job as a short stop on the way to a long term job somewhere else, rather than the legitimate career that it is.

Evidence from the industry indicates there continues to be a severe shortage of skilled staff available to fill these management roles and this situation has not improved.

The latest Restaurant Association Hospitality Report shows that café and restaurant sales experienced strong growth (up by nearly 10%) over the last 12 months. In order to sustain this growth and have it continue we must have the staff to support it. With the number of new outlets projected to increase by 251 by the end of this year the shortages are not set to ease. On average each of these businesses will require at least one senior manager, even if there is an owner/ operator actively working in the business.

Larger businesses, naturally, require two or more managers.

While business owners are committed to developing, training and promoting from within as well as incentivising staff to stay by providing additional benefits, it has not been enough to stem the rising tide of shortages.

The Restaurant Association has also played an active role in trying to address these issues - we run professional development programmes for the industry ranging from induction workshops for front-of-house staff through to emerging and first time manager workshops. We have also created an industry forum to specifically address these issues in the industry and work more closely with Immigration and the Ministry of Social Development.

Despite the efforts of business owners and the Restaurant Association, there is strong evidence of continuing difficulties in recruiting for these positions. An informal survey of Restaurant Association members conducted recently found that 90% of respondents reported an unacceptable level of difficulty in recruiting for these positions.

Reports from restaurant and café owners across all regions in New Zealand indicate the shortfall in skilled staff is widespread.

The Association has made a submission for these roles to be reintroduced to the Skills Shortage lists.

THE THYMES AUGUST 2014

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INDUSTRY CONNECTIONS

EASE RECRUITMENT OBSTACLES The Restaurant Association has created a pilot forum of hospitality professionals to help address the hospitality industry’s skills shortage. The forum has met twice this year to talk about the some of the barriers and challenges employers face when recruiting for their businesses. One of the action points that came out of these meetings was the need to raise awareness about where industry can go to help find suitable recruits.

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n particular it was felt that there needed to be more information available on utilising current training establishments. The Association has subsequently been contacted by several providers and in a bid to help raise awareness, below we provide some further information. In order to continue to assist the industry we will profile more training establishments over the next 12 months. Many of the great training providers from around the country also enter their students into the NZ Culinary Fare in an effort to profile and test their students skills against others. So this event is a great arena for employers to visit to spot future talent in the industry.

This month we shine a spotlight on three providers, each with quite different approaches to training.

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WINTEC (Waikato Institute of Technology) Looking for partpart-time or casual assistance in cookery or service? Consider recruiting a Wintec hospitality student.

Employers can be confident Wintec students are successfully completing a robust programme of learning, says Peter Radojkovich, Team Manager at Wintec's Centre for Hospitality. "They have gained the soft skills required for the hospitality industry and had hands-on experience working in our training restaurant."

If you have a vacancy in the Waikato region email Peter at peter.radojkovich@wintec.ac.nz. Please include an attachment of a job advertisement for part-time/casual cookery or front of house service, including brief details of duties, approximate time required and contact details.

This will be provided to the appropriate tutors and put on the student noticeboard.

The programmes offered by Wintec's Centre for Hospitality are specifically developed to meet the needs of industry, meaning graduates can move into employment well-prepared for the next step.

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TREE HOUSE Looking for front of house staff? You may want to give the team at Treehouse a call.

Tree House is registered by the New Zealand Qualifications Authority (NZQA) with training centres in Auckland, Hamilton, Palmerston North, Wellington, Christchurch and Dunedin.

All Tree House staff are from customer service oriented backgrounds and are industry qualified.They work predominantly with people interested in entering the hospitality industry at foundation level, focusing on helping them gain key skills, confidence, integrity and attitude to retain sustainable employment in the service sector. Tree House believe in making real connections between learning and industry employment through facilitating free recruitment services by way of introducing their learners to industry employers. p: 0800 508 733 / e: info@treehouse.org.nz w: www.treehouse.org.nz

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CAREER CAFÉ

The Career Café can also be contacted for help with front of house staff…their concept was developed after extensive research and communication with the hospitality and service sector industries and associations.

There was an identified need to produce an outlet that delivered time-focused and practical training that met the needs of employers. This model was created with profiling and job matching foremost in mind. In a nutshell… Career Café trains, job matches, and works alongside the employer to find the right people for their business. All of the Career Cafe team come from hospitality backgrounds and understand the need to find staff that are compatible with an organisation. p: 09 365 1517

employment matters

THE THYMES AUGUST 2014

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member

FAILURE TO

MANAGING THE

PROVIDE RULES OF THE HOUSE RECORDS PROVES COSTLY The owner of a Hastings takeaway has been ordered to pay $5000 by the Employment Relations Authority after two men fled from a visiting labour inspector and its owner refused to supply employment records.

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he labour inspector, along with a representative from Immigration New Zealand, first visited the takeaway operations, Kippers East Takeaways, in August last year.

Two men were cooking behind the counter but fled the store when they arrived. When asked about the two men, the owner, Mr Su, admitted employing one of them but claimed to have no knowledge of the other. He also admitted that his employees do not have employment agreements.

He was issued with an Improvement Notice requesting records, so his compliance with employment laws could be assessed but by February this year Mr Su had not provided the records, despite repeated attempts by the labour inspector to obtain them.

As a result the labour inspector, who had concerns (unsurprisingly) that the employment rights of the employees were not being upheld, filed an action with the Employment Relations Authority who issued the $5,000 fine.

employment matters 12 THE THYMES AUGUST 2014

Hospitality workplaces can be complex! Think of the key ingredients that go into today’s typical business. Start with a number of people who possess a wide range of skills, education and experience. Add a rich variety of people from different generations, diverse cultures, backgrounds and beliefs. Don’t forget to factor in the multiple languages that are spoken...

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hrow in complex and costly machinery, materials and processes. Add a healthy dose of customer service and a dash of quality and efficiency. Thoroughly mix in the legislation and regulations that apply to our workplaces and the end result is a complex mix that people call their workplace.

The challenge is to ensure that you cover off all you need legally, whilst ensuring that the processes you have spent hours developing for your business to ensure its smooth running are followed harmoniously and effectively. This is where a comprehensive set of house rules and policies to guide your employees through their day to day interactions with customers, staff and other aspects of the business comes into play.

Why should my business have house rules?

O O O O

To maintain general good order Set expectations for behaviour and conduct Promote consistent treatment of employees Promote product or process quality and customer satisfaction O Ensure the heath and safety of workers O Promote workplace harmony and reduce unnecessary conflict

Employers are legally responsible for the conduct and performance of their employees in the workplace and rules are often necessary to ensure order and clarity around what is acceptable and what is not.

Are there any limits to what can be added to my businesses house rules?

Generally, you are free to implement a wide range of rules and procedures that you feel are necessary to maintain the good order and operation of the business. The rules required can vary greatly from one business to the next based upon the unique

challenges and circumstances of each. Of course there are certain areas of the law, specifically human rights laws, that you would need to consider and ensure that you do not add anything illegal to your rules.

Guidelines for establishing workplace rules We recommend including staff in the process. For example, as an owner you could come up with your draft house rules and circulate this among staff to allow them the opportunity to make any suggestions.

This process helps with ensuring you have not left anything out and also gives staff an opportunity to get involved. With those of our members that have collective agreements, you will be legally obligated to involve the union in the consultation process.

When establishing and implementing workplace rules, some very important factors must be considered. Many staff members will see rules as ‘common sense’ while others may view them as unnecessary roadblocks to their day. When looking at creating your house rules be sure to keep them clear, reasonable and consistently enforced. Make sure all staff know about the rules…provide everyone with a copy and keep one on site, available for all to see. Also ensure that a copy is provided to new recruits, along with their employment agreement. Taking the time to explain the business reasons why you have a rule in place can often make it more likely that they will respect and follow the policy.

The Restaurant Association has a house rules template available to help get you started. If you would like a copy please contact the helpdesk or email info@restaurantnz.co.nz. employment matters

TOP TIPS FOR

TRAINING

Effective employee trainee and development programmes are a good tool to improve job satisfaction and encourage staff retention. So don’t tear your hair out trying to work out how to make your staff training programmes more effective, we’ve got some top tips to help...

managing your business

November 2011

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TRAINING YOUR TEAM

GETTING A GOOD BANG FOR YOUR BUCK It has been interesting this year to see many businesses starting to take the time to really invest in their staff training, which in turn is starting to see better retention of staff and more positive customer feedback. This is really fantastic for the industry as a whole.

BY MARGARET MAIN, TURNING TABLES

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owever, to ensure that you get a positive return on your investment in training it is important to consider the types of training your team really need and how you will measure whether the training has been effective.

The four areas I am often asked to focus on in training sessions with front line staff are knowledge, skills, sales and behaviour. Outlined below is some information regarding each of these areas both in terms of some training techniques but also how we can measure our success – did you get good bang for your buck!!

K NO W L E D GE O O O O O O O O

MENU WINES BEVERAGES COCKTAIL LIST COFFEE LEGAL AREAS SUCH AS THE SALE AND SUPPLY OF ALCOHOL ACT ACT VENUE KNOWLEDGE LOCAL/TOURIST KNOWLEDGE KNOWLEDGE

Types of training can include tastings (either inhouse or with suppliers), online research – get each staff member to draw a product type out of a hat and they need to do some research on that product and bring back three key “selling points” for the rest of the team, short team training on the Sale and Supply of Alcohol Act (many resources are available both on line and through the Restaurant Association), in tourist areas a visit to the local information office to find out about the key local tourist attractions could be useful, or, regular short knowledge tests—for example at a pre-shift meeting.

Some of the ways that you can measure the success of this training could be through discussion with customers, reviews, staff feedback, by assessing gaps, observation “out on the floor” – listening in to your team as they talk to their customers, quizzes and tests and an improvement in sales and movement of stock.

SKILLS O O O O O O O O

CLEARING TABLES/PLATES TABLES/PLATES SETTING TABLES MAKING COFFEE POLISHING GLASSWARE OPENING WINE AND BUBBLES BUBBLES CARRYING A TRAY MAKING COCKTAILS USING THE TILL

Some methods of training additional skills in the team could be utilising some external trainers (for example sending the team along to learn cocktail making with one of your suppliers), utilising a ‘training mode’ on your till system so that staff have a good opportunity to really have a look around the system, on the job training with a buddy to go over techniques and coffee workshops with your supplier, either inhouse or at their facility.

Ways to measure the success of this type of training include observation, a reduction in the number of breakages, wastage or mistakes, feedback from team, and positive feedback from customers.

SALES O O O O

UPSELLING CROSS SELLING ENCOURAGE PURCHASE – CORRECT TIMING COMMUNICATING WITH CUSTOMERS CUSTOMERS

Organise regular ongoing training with a focus on how to explain the various products to customers through role plays, pictures of products.

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F ROM P RE VI OU S PAGE, T ra ining You r Tea m employment matters

Get the staff to “sell” them to each other, practising how to explain the additions to the menu before the customers arrive, providing some suggestive selling ideas to the team in the form of handouts and signs on the staff noticeboard, ensure your order of service highlights when the opportunities are to get an extra sale, make sure you discuss the sales element of the role with all prospective employees (they need to understand this is part of their job), utilising incentives when required.

This area is probably one of the easiest to see tangible results as you can measure the success by customer feedback, the increase in total revenue or average spend, the movement of stock from the kitchen/bar, better sales across all products, feedback from suppliers.

K NO W L E D GE The hardest area to train – best to employ at the start!

O Body language O Customer Service O Communication O Listening Skills O Teamwork O Grooming and Presentation O Timeliness Think about utilising group training sessions that cover the importance of WOW service, mystery shop other venues and report back how they found the experience – what was great and what was not, do exercises on how to read different customers – could use pictures, real life examples so they can practice how to handle different situations, make sure they are comfortable handling complaints by clarifying the process and who has responsibility and authority to provide solutions for customers, put in place a Team Player of the month award – voted for by the staff – to help encourage teamwork and a positive culture.

It is often hard to measure the success of training in the area of “soft skills” however think about what you are hearing via customer feedback, repeat business, peer discussion, better team culture, reduced staff turnover, improved staff tips and positive reviews.

One of the things I love most about my training role is when staff come up and let me know they have tried out a tip or trick they learnt in a training session and it worked and they now feel more confident and happy in their job. That’s a successful outcome all round – happy staff, happy customers and happy business!!

For more information regarding training options with Turning Tables please feel free to give me a call on 027 245 7233, email on info@turningtables.co.nz or check out the Turning Tables website, www.turningtables.co.nz.

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training spotlight

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managing your business

November 2011

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THIS RESTAURANT KEPT GETTING BAD REVIEWS THEN THEY DISCOVERED...

A famous restaurant in New York city decided to hire a firm to find out why they kept getting bad reviews. What this firm discovered was very interesting. Below is a transcript that the restaurant posted on Craigslist after they discovered what it was.

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e are a popular restaurant for both locals and tourists alike. Having been in business for many years, we noticed that although the number of customers we serve on a daily basis is almost the same today as it was 10 years ago, the service just seems super slow even though we added more staff and cut back on the menu items...

One of the most common complaints against us and many restaurants in the area is that the service was slow and/or they needed to wait a bit long for a table.

We decided to hire a firm to help us solve this mystery, and naturally the first thing they blamed it on was that the employees needed more training and that maybe the kitchen staff is just not up to the task of serving that many customers.

Like most restaurants in NYC we have a surveillance system, and unlike today where it's a digital system, 10 years ago we still used special high capacity tapes to record all activity. At any given time we had 4 special Sony systems recording multiple cameras. We would store the footage for 90 days just in case we needed it for something. The firm we hired suggested we locate some of the older tapes and analyze how the staff behaved 10 years ago versus how they behave now. We went down to our storage room but we couldn't find any tapes at all.

We did find the recording devices, and luckily for us, each device had 1 tape in it that we simply never removed when we upgraded to the new digital system!

The date stamp on the old footage was Thursday July 1, 2004. The restaurant was very busy that day. We loaded up the footage on a large monitor, and next to it on a separate monitor loaded up the footage of Thursday July 3, 2014, with roughly the same amount of customers as ten years before. I will quickly outline the findings. We carefully looked at over 45 transactions in order to determine the following data:

2004: Customers walk in.

They get seated and are given menus, out of 45 customers 3 request to be seated elsewhere.

Customers on average spend 8 minutes before closing the menu to show they are ready to order.

Waiter shows up almost instantly, takes the order.

Appetizers are fired within 6 minutes, obviously the more complex items take longer.

Out of 45 customers 2 sent items back.

Waiters keep an eye out for their tables so they can respond quickly if the customer needs something.

After guests are done, the cheque is delivered, and within 5 minutes they leave.

Average time from start to finish: 1:05

2014: Customers walk in.

Customers get seated and are given menus, out of 45 customers 18 request to be seated elsewhere.

Before even opening the menu they take their phones out, some are taking photos while others are simply doing something else on their phone (sorry we have no clue what they are doing and do not monitor customer WIFI activity).

7 out of the 45 customers had waiters come over right away, they showed them something on their phone and spent an average of 5 minutes of the waiter's time. Given this is recent footage, we asked the waiters about this and they explained those customers had a problem connecting to the WIFI and demanded the waiters try to help them.

Finally the waiters are walking over to the table to see what the customers would like to order. The majority have not even opened the menu and ask the waiter to wait a bit.

Customer opens the menu, places their hands holding their phones on top of it and continue doing whatever on their phone.

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THE THYMES AUGUST 2014

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Waiter returns to see if they are ready to order or have any questions. The customer asks for more time.

Finally they are ready to order.

Total average time from when the customer was seated until they placed their order, 21 minutes.

Food starts getting delivered within 6 minutes, obviously the more complex items take way longer.

26 out of 45 customers spend an average of 3 minutes taking photos of the food.

14 out of 45 customers take pictures of each other with the food in front of them or as they are eating the food.

This takes on average another 4 minutes as they must review and sometimes retake the photo.

9 out of 45 customers sent their food back to reheat. Obviously if they didn't pause to do whatever on their phone the food wouldn't have gotten cold.

27 out of 45 customers asked their waiter to take a group photo. 14 of those requested the waiter retake the photo as they were not pleased with the first photo. On average this entire process between the chit chatting and reviewing the photo taken added another 5 minutes and obviously caused the waiter not to be able to take care of other tables he/she was serving.

Given in most cases the customers are constantly busy on their phones it took an average of 20 minutes more from when they were done eating until they requested a check. Furthermore once the check was delivered it took 15 minutes longer than 10 years ago for them to pay and leave.

8 out of 45 customers bumped into other customer, or in one case a waiter (texting while walking), as they were either walking in or out of the restaurant.

Average time from start to finish: 1:55 We are grateful for everyone who comes into our restaurant, after all there are so many choices out there.

But can you please be a bit more considerate? employment matters

employment matters

JUST ADD FUN TO TEAM TRAINING Forget the whiteboard and throw away the feltfelt-tip pens (at least for now). The only way you’ll keep your team focused on any type of restaurant training is to make it as fun – and useful – as possible. So use your imagination to find creative ways to show servers and other staff members the big picture through your restaurant training programme.

H

ere are three ideas to get you started:

1

”Be our guest, be our guest, put your service to the test”

Pick a slow night like Sunday or Monday to close the restaurant a bit early (or do it after closing) and have the chefs coach the frontof-the-house staff on how to prepare a family-style dinner. Then, let the front-of-the -house staff sit down and be served by the back-of-the-house staff. Let them role play a bit (use up-sell techniques, handle difficult customers, etc.) and then, while everyone eats, pinpoint the challenges that each side faces. After the dinner, while everyone cleans up together, award two winners: the “server” with the most sales and the “chef” with the best team skills.

2

Don’t Dodge the Ball

Throw a beach ball in the air and whoever catches it must rattle off a selling point of something in your restaurant before passing it to the next person. Encourage each department to use their own job skills to come up with original ideas. For example, a prep cook might say, “fresh chopped basil from the farmer’s market” and a bartender might offer, “hand-shaken martinis with caramel rims.”

Try this exercise in pre-shift meetings to spark awareness of the specials or new menu items or use it as full team exercise to internally market your operation.

3

Speedy Gonzalez vs. Sponge Bob

Pair your team members by job description (a server and a host pair up while a bus person and a dishwasher work together).

Have each duo prepare a short presentation of their role (what we do, what we can do, why we’re important, our challenges and how you can help us).

Then, have them pick a fictional character (from sports to cartoons to politics) and have that “character” make the presentation. You’ll find that choosing a character will prompt team members to think outside the box about their challenges and possible solutions and it will spark interest in others who rarely consider another team member’s challenges.

SOURCE: www.servicethatsells.com THE THYMES AUGUST 2014

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employment matters

EMPLOYMENT RELATIONS

AMENDMENTS ON HOLD

Employment law changes are almost certain to be put on hold because the government has lost John Banks' vote in parliament.

M

r Banks has resigned from Parliament after being found guilty of knowingly filing a false donations return in his failed bid for the Auckland mayoralty in 2010.

National had a one vote majority for the Employment Relations Amendment Bill, because all parties except National and ACT oppose the legislation, and can't get it through without Mr Banks. Prime Minister John Key says ministers will test whether there's a chance of any other party changing its mind but he doesn't think that's likely.

Instead National is likely to make the employment law change part of its election campaign, and park it until after the election. They’ll reintroduce it to the house if elected back into power.

The bill proposes to amend the Employment Relations Act in the areas of the duty of good faith, removing the requirement to conclude collective bargaining; extending employees’ right to request flexible working

arrangements, amending Part 6A of the Act, which relates to continuity of employment if an employee’s work is affected by restructuring, rest and meal break provisions, strikes and lockouts, and the setting of timeframes for the Authority to release determinations.

Meanwhile, however, the Government has released a discussion document on how it can best enforce minimum employment standards, in an effort to stamp out employers who deliberately breach employment laws.

The discussion document includes ways to ensure sanctions are a tough enough deterrent to breaching the law, and ways that labour inspectors have a greater chance of identifying unscrupulous employers. The Restaurant Association will be preparing a submission and members are invited to contact us if you would like input into the submission.

C ONT INU ED ON F OL L OWIN G PAGE

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managing your business

November 2011

14

BUYING ANOTHER BUSINESS?

IMPORTANT QUESTIONS FOR THE SELLER This will be strong year for buying and selling a restaurant or café. The Restaurant Association’s latest Hospitality Report shows the growth and confidence in the sector with revenues up by almost 10%, the total number of outlets increasing, and employment growing. BY CLYTH MACLEOD

I

t is an exciting industry, with seemingly simple to run and cash-and-carry businesses. However, however any potential purchasers of a business, particularly new entrants, need to be cautious and ask some basic questions before buying:

1

WHAT ARE THE SALES? Are there financial statements available or how are sales to be verified?

2

IS THERE A SECURE LEASE LEASE AT A REASONABLE RENT? You need a secure tenancy with something left when the time comes to sell again, and rent is a fixed and major expense.

3

WILL I GET FULL TRAINING? TRAINING? It is important to get introduced to customers and

employment matters

suppliers and have all recipes handed over, along with systems and manuals.

4

WILL EXISTING STAFF STAY ON? Staff cannot be “sold” in a deal, and if they are key personnel you need to be aware of their plans.

5

HOW THE HECK DID YOU ARRIVE AT A PRICE? You need to be sure the price you are paying is reasonable.

Buyers should ask these questions (and more) and sellers should have honest answers ready. Both buyers and sellers will be protected if the sale is handled by a licensed and specialist business broker.

Beware the private sale!

THE THYMES MAY 2014

15

EVENTS PROGRAMME There is a lot going on over the coming weeks, our annual NZ Culinary Fare, Feast and the Hospitality Summit are all happening at the end of August. Have a look at some of the events and awards coming up...

August-September AUGUST

01

03

05

-31 Auckland Restaurant Month, various Auckland venues

Dad & Daughter Date Night, various venues

Restaurant Association national webinar, Free yourself from payroll stress, presented by Chris Mar, Netpay

www.facebook.com/ dadanddaughterdatenight

www.heartofthecity.co.nz

www.restaurantnz.co.nz

05

09

11

12

Restaurant Association Canterbury Branch update, ‘Navigating The Rebuild’ @ The George Hotel

An Introduction To Food Styling Workshop, Ponsonby, Auckland

Regional finalists and People Choice winners announced in Monteiths Wild Food Challenge (winner announced 9 September)

Restaurant Association national webinar, Creating, designing and pricing a wine list, presented by Gavin Hubble

www.restaurantnz.co.nz

www.foodstylingworkshop.com

www.monteiths.co.nz

www.restaurantnz.co.nz

15

15

17

Whitebait season opens (except West Coast (opens 1 September))

-31 Visa Wellington on a Plate

-19 NZ Culinary Fare, Vodafone Events Centre, Auckland

www.wellingtononaplate.co.nz

www.restaurantnz.co.nz

17

18

19

22

Feast by Famous Chefs Dinner, Auckland Museum

Restaurant Association Hospitality Summit, full day Business Toolbox sessions @ Vodafone Events Centre

Bidvest Food Show, Timaru 20—Christchurch 26—Greymouth

-23 Beervana, craft beer festival, Westpac Stadium, Wellington

www.restaurantnz.co.nz

www.restaurantnz.co.nz

www.bidvestfoodshows.co.nz

www.beervana.co.nz

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25

25

26

Entries close for 2014 NZ Café of the Year

Entries open for Marlborough Wine Show 204, Blenheim

Restaurant Association national webinar, ReRe-igniting Your Business, presented by Tony Adcock

www.nzcafeoftheyear.co.nz

www.marlboroughwineshow.co.nz

www.restaurantnz.co.nz

www.beeflambnz.co.nz

01

02

02

Asparagus season opens (main supplies now until December)

Restaurant Association Auckland Visiting Hour

Restaurant Association restaurant workshop, Writing a Beer List @ taste, 45 Normanby Road, Mt Eden,, presented by Stephen Plowman

www.restaurantnz.co.nz

www.restaurantnz.co.nz

SEPTEMBER

Entries close for 2015 Beef and Lamb Excellence Awards

02

09

10

26

29

Bidvest Food Show, Whangarei

Monteiths Wild Food Challenge winner announced

-17 Food and Hotel Thailand, Bangkok

End of Term three, schools

South Canterbury Anniversary Day (regional public holiday)

www.bidvestfoodshows.co.nz

www.monteiths.co.nz

www.foodhotelthailand.com

events— events — national & international

THE THYMES AUGUST 2014

21

THE HUB OF HOSPITALITY 2014 NZ CULINARY FARE | 1717-19 AUGUST, 2014

For three days, the competition arena at the Vodafone Events centre is a buzz of activity – with the first cookery sections firing up the pans at 7:30am on Sunday and the last classes finishing their dishes somewhere around 5pm on Tuesday.

| IT’S ALL HAPPENING IN JUST A FEW WEEKS’ TIME | The New Zealand Culinary Fare takes place over three days at the end of August at the Vodafone Events Centre, Auckland and runs in conjunction with the Restaurant Association Hospitality Summit and Feast by Famous Chefs. It attracts competitors from all around New Zealand and the Pacific Islands, with 2014 shaping up to be an exciting event in the NZ Culinary Fare’s new home.

Dozens of leading foodservice companies generously sponsor the classes through prize money and the supply of product, with our premier sponsors being Goodman Fielder, Moffat and Southern Hospitality.

Covering every discipline of hospitality and foodservice, the New Zealand Culinary Fare has over 60 classes – from barista, front of house service and a variety of cookery classes for both junior and senior skilled chefs. | THIS EVENT WHICH STANDS FOR EVERYTHING OUTSTANDING IN HOSPITALITY | NZ Culinary Fare Salon Director Pip Duncan says the three day competition epitomises everything which New Zealand’s hospitality industry stands for… passion, commitment, innovation, and the thirst for selfimprovement among participants. “It is a testimony to the dedication, commitment and time invested by the scores of volunteers involved who so generously give up their time to be part of the event – judging, assisting with the running of the event, or helping competitors,” she says.

Meanwhile, for those up-and-coming professionals still in tertiary education, the Nestle Toque D’Or will give them an opportunity to display their skills against peers from around the country.

For younger culinary hopefuls yet to enter formal training there’s the College Challenge class and also a new competition called Fusional Funk organised by the Auckland Council.

And to add a dose of fun to the event there will be a Waiters Race where teams will be challenged around the obstacle course. DON’T MISS IT!

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P R E M IE R SP ON S OR S :

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P R OU D LY OR GAN IS E D B Y

| KEY COMPETITIONS ARE THE BACKBONE OF THIS SPECIAL EVENT | Every competition has its premier events which capture the limelight… and the New Zealand Culinary Fare is no exception. As in the past, the big guns of industry will be ambitiously giving their best efforts vying to take out titles such as: Chef of the Year, Training Team of the Year, and many more.

P I TA L I T Y

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F

or sheer spectacle, noise, action, smells, buzz, and interest from hospitality and foodservice professionals the length and breadth of the country, nothing matches the Restaurant Association's New Zealand Culinary Fare.

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THESE ARE THE BUSINESSES THAT SUPPORT OUR EVENT…

PREMIER SPONSOR:

PREMIER SPONSOR:

PREMIER SPONSOR

PREMIER SPONSOR:

international update

November 2011

27

FEAST BY FAMOUS CHEFS A CELEBRATION OF THE CLASSICS

Our industry is changing and evolving but we have all been inspired by classic cuisine. On Sunday 17th August we will recognize and celebrate the origins of modern day cuisine in an “ode to the classics”. Feast

by Famous Chefs returns in 2014 with a lavish dinner for the hospitality industry featuring the cuisine of some of our country’s top chefs.

T

he cream of New Zealand’s hospitality elite are preparing to taste the best cuisine some of our top chefs have to offer. Imagine the pressure of cooking for a top food critic, and then imagine what cooking for a few hundred of the industry’s most educated and refined palates would be like? These chefs will be aiming to impress in a spectacular celebration!

Hosted at as part of the NZ Culinary Fare and the Restaurant Association Hospitality Summit, Feast by Famous Chefs, will be a lavish dinner featuring our famous chefs; Des Harris – Executive Chef Clooney, Tony Astle - Owner of Antoine's, Greg Feck - Owner of Crabapple Kitchen in Melbourne and Jason Van Dorsten, Head Chef of Cafe Hanoi. They will be offering a taste that has inspired them in their careers and each course will be served with a matching wine.

This formal black tie dinner is a fantastic way to celebrate the success of the Hall of Fame winner, the Good Neighbour Award (sponsored by American Express), Innovator Award and others who will be recognised over this glamorous evening held at the Auckland Museum.

The Hall of Fame Award was established in 1992 to recognise individuals who have made a significant contribution and given exceptional service to the foodservice/hospitality industry in the past and who continue to do so. Many icons of the hospitality industry are past recipients of this prestigious award. The Innovator Award is awarded to an individual or company who has shown outstanding innovation in the hospitality industry.

In addition, the Restaurant Association, together with founding sponsor American Express, are pleased to launch a new award, the Good Neighbour Award, which recognises an Association member who is involved in doing outstanding things in community service.

24

THE THYMES AUGUST 2014

For a taste of the more glamorous side of the industry, Feast by Famous Chefs will be a night to remember, celebrating the achievements of the hospitality industry’s finest talent.

Join us for a glamorous evening of entertainment, awards and excellent food and wine….

Tickets for Feast by Famous Chefs are now available from the Restaurant Association and are $150.00 for members (including GST). Tickets cost $250 for nonnon-members.

Simply email info@restaurantnz.co.nz to secure your tickets to this special evening.

events update

employment matters

$10,000 IN PRIZES UP FOR

GRABS IN WAITERS RACE RACE We are inviting you to get together your wait staff to go head to head with other establishments from around the country, armed with a waiter’s tray, a full glass and a bottle of wine.

I

t’s the New Zealand’s Best Dining Guide Waiters’ Race. Races will first be held for Auckland/ Northland at 2.30 pm on 19th August at the NZ Culinary Fare, with subsequent races planned for Wellington, Christchurch, Queenstown and then finals to be held in Auckland.

In amongst some of the more serious events at the NZ Culinary Fare, the waiters race is a fun opportunity to get the team together to enter. As an amazing incentive for businesses, NZ's Best Dining Guide has offered up to $10,000 in prizes for the winning establishment in each region.

ENTER NOW! Entry for the first Auckland event it closing soon, but it’s not too late. For more information and an application form, email info@restaurantnz.co.nz.

need help? call us on 0800 737 827

THE THYMES JUNE 2014

23

employment matters

ESSENTIAL BUSINESS INSIGHTS

PACKAGED FOR HOSPITALITY There are not many occasions on the hospitality calendar where you get the opportunity to hear from so many talented hospitality professionals in one day. The Restaurant Association Hospitality Summit, sponsored by American Express and OneMusic, will provide you will a tool box of insights for a better business.

H

eld as part of the NZ Culinary Fare, at the Vodafone Events Centre, Auckland, seven presentations are packaged into a day focused on giving practical tools that you can take away and implement in your business.

The stellar line up will continue until 4pm with drinks and nibbles to finish up the day.

International guest speaker Greg Feck from Crabapple Kitchen in Melbourne will be discussing trends in hospitality from an international perspective while local entrepreneurs, Chris Rupe (SPQR), Richard Sigley (Nourish), Susan Fleischl (Great Catering Company) and Tony Astle (Antoines) will be addressing the future of New Zealand hospitality and the secrets of longevity and success.

GET YOUR TICKETS NOW! For the full line up please see the flyer inserted with your copy of the newsletter. Ticket prices are $99 for Restaurant Association members or $200 for non-members, so to secure your tickets email

Other topics include: • Business insights from American Express • Making music work for your business – presented by OneMusic • Creating a clever, cohesive culture in your business • The costing panel • Atmosphere and creative design in the hospitality industry

need help? call us on 0800 737 827

info@restaurantnz.co.nz.

THE THYMES JUNE 2014

23

international update

November 2011

27

THE SEARCH IS ON FOR NZ’S NUMBER ONE CAFE NZ Café of the Year is back with more great prizes, More publicity, and another chance to win the top title!

Could your cafe be crowned #1 in 2014?

W

ith Kiwis dining out more than ever, the positive habits instilled in hospitality staff by events such as the Café Of The Year competition represent a motivational way to improve businesses. The Restaurant Association of New Zealand sanctioned competition returns for its third year in 2014 on the back of news that the sector has experienced its best growth in some time.

PROUDLY SUPPORTED BY

HERE’S HOW THE COMPETITION WORKS: 1

The Café Of The Year award attracted 660 entries in 2013 and more than 45,000 votes from the public.

That’s proof there is great public interaction generated by the competition.

To submit an entry all you have to do is go to www.nzcafeoftheyear.co.nz and click on the Register Now button. Then create a qualifying dish that will be served on your café menu, which includes one of the following: Canned Corn, Beetroot, Tomatoes, Black Doris Plums and/or Frozen Avocado and one of the following Meadow Fresh products: Cream, Buttermilk, Cream Cheese, Yoghurt, Sour Cream, Cottage Cheese and/or Crème Fraiche

2

“The Café Of The Year award is about much more than winning; it’s also about improving businesses,” says our Restaurant Association CEO, Marisa Bidois. “While we would hesitate to claim it has been responsible for all the growth in the industry, we do believe the award impacts positively on staff and builds habits that remain with them long after the winner has been crowned.”

On 26 August all café entrants will be sent a competition package full of store signage, stickers, table talkers and more to get you started. It’ll help inspire your customers to cast their votes and get you one step closer to the top of the table. 18 regional finalist cafés will be selected via public voting between September 8 and October 27.

3

A select panel of expert judges will then rate the finalist cafés based on a range of criteria including service, atmosphere, overall appearance and the quality of the signature dish entered. The 6 regional winners (one from each region) will be announced on December 4 along with the unveiling of the 2014 Supreme Winner.

Business improvement is not the only incentive for cafés to encourage their patrons to support them in the Café Of The Year. The supreme café owner gets to drive away in a Renault Clio R.S. 200 worth more than $40,000.

Regional winning cafés each receive $1,500 worth of Goodman Fielder products and $1,500 worth of Wattie’s products.

Café Of The Year award entries are now open and the winners are announced in December. Cafés need to register at www.nzcafeoftheyear.co.nz before 25 August.

WIN ME!

Only cafés that have a qualifying dish on their menu can enter. The dish must contain in its ingredients at least one specified product from Wattie’s and Goodman Fielder.

So for the third year running, the hunt is on for the country’s top café. Could it be yours?

28

THE THYMES AUGUST 2014

need help? call us on 0800 737 827

international update

November 2011

27

TIPS TO HELP YOU SUCCEED In some cases simply being part of an event is enough. Sometimes however taking top place and securing the main prize is the whole point of entering.

T

he New Zealand Café of the Year competition has two goals; one is to alert the Kiwi consumer to what fantastic café fare is available all around the country. The second is to identify and recognise the best of the best and to reward their efforts. The winner’s prize is substantial and the opportunity to write extra business off the back of your success is well worth making the effort to secure the highest placing.

Often the process you go through to get ready for a competition like this prompts an opportunity for you as the business owner to take stock and review staff procedures and processes that will benefit your business throughout the whole year.

The judges from last year’s event have listed below a few tips that will improve your chances of being selected as Café of the Year - an accolade which is quickly growing in recognition and prestige.

1 2

Enter... if you’re not part of the competition you cannot win Read the rules… the rules are clear but if you

don’t carefully read and understand the criteria then chances are your efforts will not be adequately recognised. Pay particular attention to how you promote your entry. Remind staff every day that “today is the day the judges may come”.

are assessing you so treat every customer as a judge and remember the judges watch how everyone is treated in your café and make their assessment on the overall impression not just how they are treated.

6

Make sure you plan well ahead so you have all

your ingredients for your entered dish available for the entire assessment period… saying you are not offering your dish because you have run out will not do you any favours when it comes to assessment.

7

Use the competition as a way of motivating staff.

Encourage them to up their game and give them a reason to put their best foot forward. The long term benefits of a more confident and capable staff are immeasurable.

8

Don’t let your guard down as soon as you have been assessed. Often we will have judges return or another set come and visit just to make sure of the consistency of your entry.

9

Work hard to succeed. Clearly not everyone will rise to the winner’s podium but the evidence is clear… those who put in the effort reap the rewards whether it’s a higher number of satisfied customers, increased repeat visits or high per customer spend. These are all really valuable bi-products of entering

10

Finally ... Be creative. Show off your point of difference. Don’t be satisfied with being like everyone else. Celebrate your individuality. And have fun!

3

Make sure you have the commitment of all management and staff too.

Often judges are being served by very able staff members who have no idea of what skills the competition requires them to demonstrate.

4

Be sure to include casual and part-time employees.

You never know when the judges will show up and chances are it will be a casual staff member who serves them.

5

The judges will attempt to stay anonymous while they

events update

THE THYMES AUGUST 2014

09

employment matters

TOP APPRENTICE CHEFS

STRIVE TO BE

AWARDED BEST Eight talented young chefs will compete in New Zealand’s toughest competition for apprentice chefs at the end of the month - the ServiceIQ Apprentice Chef of the Year.

T

he competition will be held on 19 August as part of the New Zealand Culinary Fare at Auckland’s Vodafone Events Centre. All eight entrants are training through the Apprenticeship in Cookery programme and will be tested on their kitchen skills. Finalists must demonstrate the technical and organisational skills required of a top chef while creating a first-class menu.

All finalists become members of the Chefs’ Association and the winner will attend the 2015 Melbourne Food & Wine Festival, with travel valued at up to $3000.

Last year’s winner Tamara Johnson was cooking at St Heliers Bay Café & Bistro.

This year she takes up a year-long internship at the Hyatt Regency in Orlando, Florida. “Winning Apprentice Chef of the Year was one of the best moments of my life. It took a lot of passion and determination to give me the confidence needed to succeed.”

ServiceIQ Chief Executive Dean Minchington says, “winning the Apprentice Chef of the Year competition is a major endorsement of the winner’s kitchen, and the talent in the apprenticeship programmes. It is New Zealand’s premiere cooking competition for apprentice chefs.”

The finalists for the ServiceIQ Apprentice Chef of the Year 2014 are

2013 APPRENTICE CHEF OF THE YEAR, TAMARA JOHNSON

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Ash Wade, Jet Park Hotel,

THE THYMES AUGUST 2014

Auckland (one of the Restaurant Association’s cookery apprentices) Emily O’Brien, Rendezvous Hotel, Christchurch Hayley Southee, Nero Restaurant, Palmerston North (Restaurant Association apprentice) Logan Birch, Prego Restaurant, Auckland (Restaurant Association apprentice) Nickolas Han, Pacific International Hotel Management School, New Plymouth (Restaurant Association apprentice) Robert Fairs, Cook ‘n’ with Gas, Christchurch Tai Nguyen, Waipuna Hotel, Auckland (Restaurant Association apprentice) Thanwayn Pam Marsh, Novotel Auckland Airport, Auckland (Restaurant need help? call us on 0800 737 827

managing your business

November 2011

14

APPRENTICESHIPS: SUPPORTING NEW HOSPITALITY TALENT Edmond Weicherding, Executive Chef at the Intercontinental Hotel in Wellington has always supported and encouraged apprentices in his kitchen. Jason Ng is one of the three apprentices currently working through his second year of his apprenticeship in the Hotel. We spoke to Jason to hear about his journey to becoming a qualified chef.

BY TRACEY LINES APPRENTICE SPOTLIGHT:

JASON NG What influenced your decision to become a Chef?

My parents owned a Cantonese restaurant in a small rural town, I started cooking alongside my parents at a very young age and this is where I developed a passion for cooking.

Why did you choose a Cookery Apprenticeship?

I was working in the Chameleon restaurant in the Hotel and I was offered the apprenticeship. I am earning money while I learn which I feel is a benefit for people my age.

What qualities do you need to become a successful apprentice?

Be focused and hardworking, you have to think of the light at the end of the tunnel!

H

ospitality business owners identify a lack of skilled employees as one of the biggest challenges to running their businesses. Helping to address this challenge, the Restaurant Association, in partnership with ServiceIQ, runs an apprenticeship scheme to offer structured training programmes that enable employees to receive high quality work-based training.

This scheme helps businesses by offering a route to harness fresh talent.If you have been considering taking on a cookery apprentice, you have the unique opportunity of helping to shape some of the industry’s future hospitality stars as they begin their careers.

Why should I take on a young person?

Because when you take on an apprentice, you help secure the future of your profession.

You help to secure our industry as a major sector of the New Zealand economy.

All the knowledge and experience you have gained during your years in the industry will be passed on to the next generation. Priceless!

What food do you enjoy cooking at home?

I like to experiment at home on my flatmates. I get ideas and inspiration from cookbooks and the internet. I like French and European inspired dishes.

What is your favourite section at work?

I am enjoying vegetable and sauce section because of the fast pace cooking involved, I also enjoy cold larder as I have the ability to be creative when plating dishes.

What is your favourite kitchen tool?

Getting started

To take on a Cookery apprentice, simply contact your nearest Regional Coordinator.

They will explain how it all works, and find out what kind of person you need, your work culture and expectations.

The coordinator will also arrange an induction meeting with you and the apprentice before the apprenticeship begins.

If you already have a candidate in mind, your coordinator can assist with the sign-up process.

My Quenelle spoon and a good sharp knife.

Who is your favourite celebrity Chef that inspires you?

That is a tough one there are so many, I would have to say Grant Crilly and Sat Bains.

What food can you not live without?

It would have to be Maldon Sea salt.

Where can you see yourself in 5 years’ time?

I would like to be running a kitchen, serving amazing quality food.. need help? call us on 0800 737 827

So, if you have a member of staff who is interested in training though the apprenticeship programme, or you are looking for a new candidate, contact us today ~ PETER LE GRICE | 09 632 1403 |peter@restaurantnz.co.nz (Auckland, Waikato, Northland) TRACEY LINES | 04 817 5243 | tracey@restaurantnz.co.nz (Wellington, Wairarapa, Manawatu, Taranaki ) THYMES NOVEMBER 2013 ISRAEL EVERS | 09 632THE 1408 |israel@restaurantnz.co.nz (Coromandel, Bay of Plenty, Rotorua, Taupo)

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sale & supply of alcohol

THE THYMES MAY 2014

27

UPCOMING MEETING 2 N D S e p te m be r , A uc kl an d

UPCOMING EVENTS N Z C ul i na r y Fa r e , 1 7T H - 19T H Au gu s t , F e a s t , 17T H A ug u st H o s pi ta l i t y S um mi t , 1 8T H A ug u s t, A uc kl an d

UPCOMING MEETING & AGM S e p te mbe r , Ha mi l to n

UPCOMING MEETING FOOD ACT UPDATE & WORKSAFE BRIEFING

UPCOMING MEETING WITH WINZ & IMMIGRATION NZ S e p te mbe r , Ro t o r u a

S e p te mbe r , N a pi e r

REGIONAL UPDATES UPCOMING MEETING WITH WINZ & IMMIGRATION NZ S e p te mbe r , N e l s o n

UPCOMING MEETING & AGM S e p te mbe r , B l e nh e i m

UPCOMING MEETING ON NAVIGATING THE REBUILD 5 t h Au gu s t , C h r i s t c h ur c h

UPCOMING MEETING S e p te mbe r , Du ne di n

new members

November 2011

19

we would like to welcome the following new members of the restaurant association who have recently joined us:

congratulations... you have joined the only organisation that exclusively assists you to safeguard the viability of your café or restaurant. We will help guide you through the regulatory minefield that exists in today’s business environment. You have joined 1750 of New Zealand’s most dynamic and profitable hospitality businesses.

Albert Park Café, Auckland Asian Groceries, Hastings Atria Café, Wellington Autobahn Café, Bombay Banque Oyster Bar and Eatery, Auckland Benediction Café, Auckland Blue Bay Restaurant and Bar, Auckland Bolaven, Auckland Boy and Bird, Auckland Burger Fuel - Cross Roads, Hamilton Cafe 547, Hamilton Cafe Govett Brewster, New Plymouth Cafe Melba Ellerslie, Auckland Cafe Palazzo @ Shed 16, Auckland Caffe Massimo Newmarket, Auckland Casbah Moroccan Grill, Christchurch Cassia, Auckland Cavalier Tavern, Auckland CBD, Hamilton Columbus Coffee Dominion Road, Auckland Dilecta, Auckland EIT Gisborne Elixir, New Plymouth Frederic's, New Plymouth Fusion Virtuoso, Wellington Good Chemistry Catering, Wellington Joe's Garage, Hamilton Joe's Garage New Plymouth Joe's Garage, Wellington Karaka Café, Wellington Kushi Japanese Kitchen & Bar, Auckland Maginnity’s Restaurant & Bar (Wellesley Hotel), Wellington Mekong Baby, Auckland Mexico, New Plymouth Mexico, Wellington Misters, Auckland Indiana Sparks, Wellington No31 Restaurant and Bar, Hanmer Springs Nourish Café, Auckland NZ Management Academies, Hamilton Oporto Lincoln Road, Auckland Pita Pit Cameron Road, Tauranga Pita Pit Helensville, Auckland Pita Pit Manukau Westfield, Auckland Punjabi by Nature, Auckland Raupo Café, Blenheim Robert Harris Cafe - Botany Whitcoulls, Auckland Robert Harris Cafe - Hamilton Lakes, Hamilton

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THE THYMES AUGUST 2014

Robert Harris Cafe Sylvia Park, Auckland Shahi Dawat Indian Cuisine Henderson, Auckland Shahi Dawat Indian Restaurant Te Atatu, Auckland Sierra Cafe - Mt Eden, Auckland Sierra Cafe - Three Kings, Auckland Snug Lounge, New Plymouth Spice Paragon, Christchurch Stevianna International Ltd, Auckland Stony River B&B, New Plymouth Suk Jai Thai Restaurant, Whangarei Thai Chef's Restaurant, Napier Thai Chef's Restaurant, New Plymouth Thai Chef's Restaurant, Parnell, Auckland Thai Chef's Restaurant, Wellington The Black Harp, New Plymouth The Black Hoof, Auckland The Boulevard Kitchen, Wellington The Coffee Club, Chartwell The Coffee Club Metro Centre, Auckland The Dry Dock Café, Tauranga The Flying Burrito Brothers, Auckland The Italians, Kerikeri The Native Chef, Auckland The Pizza Library, Mount Maunganui The Tin Hut, Tauherenikau Todd Property Group, Auckland Valentines Lincoln Road, Auckland Wicked Espresso, Upper Hutt Willow, Auckland Yalis Restaurant, Palmerston North

AND these supplier members supporting the industry… (go to www.restaurantnz.co.nz and click on ‘partners’ & ‘industry guide’ for contact information on a range of industry suppliers of good and services)

Artisan Consulting/ Career Café, Auckland e: info@artisan.net.nz w: www.artisan.net.nz

Lincoln University, Christchurch w: www.linclon.ac.nz

Tomkin, Sydney, Australia e: kevin_swanson@tomkin.com.au w: www.tomkin.com.au

New Zealand Management Academies, Hamilton w: www.nzma.ac.nz

Premier Beehive NZ Ltd, Auckland e: paulb@premierbeehive.co.nz w: www.premierbeehive.co.nz

www.dinefind.co.nz ~ the Association’s online directory

REGIONAL ROUNDUP… …

TARANAKI & MANAWATU

September 2011

tales from

taranaki

W

ell what’s to be said about the weather? Winter’s here and it’s cold! ‘Nuff said.

Well almost enough said fortunately for us, we haven’t had the dreadful rain and snow that other regions have been afflicted with lately, our days have been quite sunny of late, but still cold. I actually like dressing up in the winter woollies and boots for a change.

We experienced pretty good numbers over the last school holidays – better than last year anyway, so that’s a good sign.

We held a Restaurant Association local branch meeting at Gusto recently and it was a really lovely evening. Ken and Karla set up one end of their restaurant beautifully to host our group, and kept us well fed whilst we sipped and supped on Sentry Hill Winery wines, gin, as well as juices. Lyndsay Loveridge then spoke to us about her views on gaining and retaining customers. Lyndsay has owned several successful businesses over her career and has some good ideas to share. It was a well attended meeting. Our next one will be late October – let me know if you’d like to host it.

Not many changes of ownerships happening around the place lately as far as I can see, however we do have one entrepreneur in the process of starting up a new restaurant. Chere Bailey (she previously owned Troubadours and Sandwich Extreme, and more recently has been working with Jeremy and Susan at The Federal Store) is opening a themed eatery in the premises previously occupied by The Divine Steakhouse.

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THE THYMES AUGUST 2014

This will be a casual American-styled family restaurant to be called Deluxe Diner and will have a 50’s, 60’s Deco fitout, with all the furniture and lino being imported from the US. They plan to offer NZ/American cuisine with offerings along the lines of burgers, steaks, shakes, Tex Mex, menus. She plans to be open by 1st September, or maybe sooner if it happens quicker.

Chere has just signed up as a new Restaurant Association member – so she will gain the wonderful membership benefits before even opening! Wise woman.

Alan and I were in Auckland recently and enjoyed the hospitality scene there.

Of particular interest to me was the kitchen at Circus Circus (in Mt Eden). Miniscule but clearly incredibly functional! I took photos for my staff, but they didn’t do it justice. We had to admire the chefs, dishy, waiters all busily working away and obviously interacting well together – how could they not when at any point they could all link arms if they wanted to!

Everything was coming in and out of that space and they were busy! We were very impressed. Our kitchen is like a ball-room by comparison.

Well that’s it from me this month, we’ve just closed the Bach on Breakwater for our three week winter break. We plan to head off to our families in the South Island to generally live it up. I can’t wait!

Warmly, Barbara Olsen-Henderson Taranaki Branch President Bach on Breakwater e: barbara_olsen@xtra.co.nz

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manawatu musings

I

t was great to have a local Branch meeting in July at Aberdeen Restaurant. Thank you to all who attended and to the team at Aberdeen for hosting us. It was very interesting to hear presentations from WINZ and Immigration NZ to help us understand the requirements when employing staff with work visas. And good to see WINZ getting in behind the industry and coming up with training solutions using their work brokers to find staff.

It is interesting to note that many of the rural towns have issues around trying to attract qualified staff, both front and back of house, to the regions. All too often I find I have a large number of overseas chefs applying for advertised positions. Where are all the qualified staff—those who have had industry experience and are ready to hit the deck running in a busy operation?

What attracts a lot of hospitality staff from overseas to New Zealand is our beautiful country and lifestyle. Surely this is what the Manawatu can offer? Close to the lake, mountain, with Hawkes Bay and Wellington all only a couple of hours away. There’s the lower cost of accommodation, close facilities of the city, an ability to commute around the city in only a few minutes.

The downside to not having the ‘right staff’ is the impact on labour cost. If a staff member doesn’t have sound knowledge and experience it can lead to having to put more staff onto the floor to fill the shortfall.

On the other hand, we need to recognize ‘key staff’ for their skills and ability, and to pay them accordingly. Why stick to the average? Pay the right staff above the award rates and reap the benefit of skilled staff and higher production outputs.

Kind regards Sean Kereama, Manawatu Branch President Wharerata Function Centre

regional update

e: s.kereama@massey.ac.nz / m: 027 252 0333

REGIONAL ROUNDUP… …

HAWKE’S BAY

news from

wine country

WINTER FAWC June saw the successful F.A.W.C (Food And Wine Classic) return for winter. This was the second year for the winter version, but this time around the format was tweaked slightly to create ‘The Four Weekends of FAWC’ (check it out on Youtube). Each weekend in June saw various events showcasing food, wine and drinks. With a total of 48 events (most selling out) it was another great success.

I spoke with many people who went to more than one event and I was lucky enough to go to ‘Trinity Hill versus Martinborough Vineyard’ at Emporium; Pacifica’s 5 course degustation for $50; and ‘Meatballs and Montepulicano’ at Trinity Hill with Baduzzi. We also held our own sold out event and like other restaurant owners it was really pleasing to see so many locals going out throughout the month and making the most of what was on offer.

OPENING OF HUGO CHANGS The team from Mamacita in Havelock North are due to open their new bar in early August. The sight is the former Pipi bar at the top of Joll Road in Havelock North. It will be called Hugo Changs.

SHED 2 MID WINTER BALL Shed 2 on West Quay are giving locals another excuse to get out and about with their Black Tie ‘Winter Wonderland Ball’ on 15th August.

2013 WINE RELEASES At this time of year we start seeing many Hawke’s Bay red wines released and this year has been very keenly regional outlook

UNCORKED

anticipated with wines from the much talked about 2013 vintage appearing in wine reps’ sample bags.

The wines I have tasted have not disappointed and the even better news is the higher tier wines are still to come.

On top of this, the 2014 vintage is looking just as good if not better, with ‘elegance and refinement’ common descriptors being used. Put this together and we have some brilliant wines coming our way, for some time. As tempting as it will be to list and sell straight away, we will certainly be trying to hide some from ourselves to keep the cellar stocked and give these wines time to really show us what they have got.

SIGNATURE DISH COMPETITION ON HOLD Food Hawke’s Bay recently announced that after seven years, the annual Hawke’s Bay Signature Dish competition has been postponed. The competition was created to showcase local produce and talent. Food Hawke’s Bay Manager Patricia Small made the decision after reviewing the timing near to Summer and Winter FAWC and took note of industry feedback that the dates were very close and would put pressure on chefs, service staff and the paying public. Food Hawke’s Bay is working on a revitalised event that will be relaunched in the future.

“Winter is nature’s way of saying, “Up Yours”.”

ROBERT BYRNE

Sean Burns Milk & Honey Hawke’s Bay Branch President

FEATUREDPRODUCT FEATURED

JOB DESCRIPTIONS HANDBOOK The Restaurant Association have developed a Model Job Descriptions handbook for members. This provides a valuable resource for creating position descriptions to help businesses hire the most qualified applicants for their operation.

The handbook includes job descriptions for 24 positions. Job descriptions are intended to help an employer determine whether a person is qualified to perform a job.

This handbook provides generic position descriptions, which can be customised to reflect the specific tasks and responsibilities of your employees. We have identified the attributes, experience and competencies that could be associated with the various positions.

ORDER NOW… The Restaurant Association’s Model Job Descriptions handbook is available for just $12.27 (incl of GST and P&P) - order online @ www.restaurantnz.co.nz or call 0800 737 827.

e: sean@milkandhoney.co.nz THE THYMES AUGUST 2014

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WELLINGTON & NELSON

REGIONAL ROUNDUP… …

regional updates

from the capital: news

MEXICO, WELLINGTON

nelson

T

he Light Nelson Festival that ran from July 11 to 13 bought a lot of people into town.

Rained out on the first night, there were a lot of people in town which bought a boost to the hospo scene. With a crowd estimated at 30,000 on the final night this looks like a great event in the future at one of the industry’s quiet times.

Alain Hauswirth is set to open a ‘Bistro Brulee’ in Morrison square in the site vacated by Eatalian. He’ll start with lunches and move into the evening trade once the business is running smoothly. Alain has worked in Marlborough for some time and is currently with Hunter's Marlborough.

The chef and front of house roles are filled and opening very soon.

The National Conference for Regional Councils at the end of July also bought a boost to both retail and hospitality.

Cafe Olive on Hardy Street is getting a make over and due to open soon as ‘Istanbul’, featuring Turkish cuisine.

The Nelson Hospitality awards are underway, with nominations in and the second round of voting underway.

There have been a few hiccups with the original venue having recently been shut due to earthquake issues. The event has now been moved to the Rutherford Hotel, as the logistics of finding an appropriate venue were becoming very difficult. We are looking forward to a big turnout this year.

The local council is running free parking in the city for a trial three month period. So far retailers and hospitality owners say this move has seen some positive growth in the numbers of customers.

Matt Bouterey, formerly based in Richmond has bought the recently refurbished Earth/Sea on Hardy street.

He takes over early in August and plans to reopen after about a month.

ALAINreport HAUSWIRTH ceo’s

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THE THYMES AUGUST 2014

From the CAPITAL

hot plate coming through Changes A new café is to open in Majorbanks street in the former Hazel restaurant location.

Zico restaurant has closed on Courtenay place and has reopened as a tapas bar named Basque..

Mexico has opened its Wellington outpost on Dixon Street.

Something not so positive from the council is the new liquor licensing costs, with prices having jumped from roughly $880.00 for a three year tavern license to in the vicinity of $4000.00 for the same period. The majority of this increase is in a yearly fee of $1000.00 over and above the three year renewal. This is all well and good but I wonder what services we are actually paying for with such a dramatic increase. I just hope it's not more council paperwork!!

Nominations are now open for the Wellington Capital Awards. Go to www.capitalawards.co.nz to make your nominations (and later to vote).

Harry Nelson Branch President Harry’s Bar

Kind regards Mike Egan, Restaurant Association National President

e: dine@harrysnelson.co.nz m: 027 525 8665

e: monsoonpoon@actrix.co.nz m: 021 966 667

The Overseas Terminal Apartment complex has opened and two new hospitality business are going to open on the southern end; a new café concept from Mojo and a new mid market restaurant from The Whitehouse Restaurant which is closing down in its current location on Oriental Bay.

regional update

REGIONAL ROUNDUP… ROTORUA

kia ora from

rotorua

R

otorua’s hospitality awards were held for the third time on the 29th June, with the winners announced in front of a sell-out crowd of 420.

I think this was the best awards ceremony to date and I’d especially like to thanks all of our sponsors, and a special thanks to Natasha, Hayley, Jo, Timo and the team from Blue Baths (our caterers). We are delighted at the amount of support we have received from the local community and the hospitality industry this year.

The benefits of a peer recognition awards programme that celebrates dedication and excellence not only draws our industry closer but also raises aspirations and performance in the region.

The awards are about honouring the region’s hospitality industry for their outstanding commitment to this exciting and vibrant business, we would like to congratulate all of the winners for the contribution they continue to make to the industry.

This year’s awards evening included performances from local dance groups and a popular photo booth.

The awards were created in 2012 to further enhance the local and visitor experience with hospitality in Rotorua.

We are always looking at ways to improve the awards and make them bigger and better. Personally, I can’t wait for 2015!

Sharon Wallace Rotorua Branch President Waiariki Institute of Technology

Mitai Maori Village TOHU WINES OUTSTANDING OUTSTANDING SUPPLIER

e: sharon.wallace@waiariki.ac.nz m: (027) 233 4146

Gilmours

The 2014 Rotorua Hospitality Awards winners are:

Leonardo’s Pure Italian

ONEMUSIC OUTSTANDING RESTAURANT

RESTAURANT ASSOCIATION OF NZ ICON OF HOSPITALITY

ROTORUA DAILY POST OUTSTANDING OUTSTANDING TAKEAWAY

Oppies Fish & Chips

Thomas George DESTINATION ROTORUA PEOPLE’S CHOICE

Indian Star Tandoori Restaurant MORE FM OUTSTANDING BAR

Brew Craft Beer Pub THE BLUE BATHS OUTSTANDING OUTSTANDING BARISTA

Cherrise Karaitiana, Abracadabra Cafe BEAM GLOBAL OUTSTANDING OUTSTANDING BARTENDER

Mala Waqanimaravu, Cobb and Co WAIARIKI INSTITUTE OF OF TECHNOLOGY OUTSTANDING WAITER

Jasdeep Singh, Indian Star Tandoori Restaurant BIDVEST OUTSTANDING CAFÉ

Capers Epicurean SKYLINE OUTSTANDING CATERER

Blue Baths UNILEVER FOOD SOLUTIONS SOLUTIONS EMERGING CHEF

Digraj Baghela, Wai Ora Lakeside Spa Resort MENUMATE OUTSTANDING CHEF

Craig Martin, Peppers on the Point INGHAMS OUTSTANDING HOTEL RESTAURANT RESTAURANT

Chapman’s Restaurant, Holiday Inn

regional outlook

SERVICE IQ OUTSTANDING OUTSTANDING MAORI CULTURAL DINING DINING EXPERIENCE

For more photos see over the page THE THYMES JUNE 2014

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rotorua hospitality awards 29th june, 2014

REGIONAL ROUNDUP… …

SOUTHERN LAKES & DUNEDIN

regional updates

MORNING MAGPIE

from the capital: FROM the

DOWN IN

dunedin

south

SKI SEASON Australians are here in force this winter, and Air NZ have increased capacity by 51,000 seats this ski season. Australia has marginal snow, which has helped our fields, even though temperatures have been warmer than normal.

OPENINGS & CLOSINGS The Spire Hotel has been sold to the Australian based owners of Eichardts, and is retaining the same name.

Bluekanu has opened on Church Steet, an Asian / Polynesian themed restaurant and cocktail bar.

Freiya’s Indian Restaurant has closed, and is being divided into two hospitality businesses, Fat Badgers Pizza, and Rehab Juice Bar. On a more sombre note, we were saddened to hear of the passing of our fellow restaurateur, Ben Chardome, who was on board MH 17.

“Bathhouse Ben” had lived in Queenstown from 1994. In 1998 he took over the Coronation Bathhouse and upgraded it to a fine dining restaurant with Chef Joff Bertram.

Before that he was a co-owner of The Belgian Brasserie.

Ben was a proud member of Chaine des Rotisseurs and was one of the founding members of our local branch of the Association, as well as serving as branch secretary for a few years.

He sold the Bathhouse in 2009 and moved to Bali where he was involved in management of Menjangan Resort and then Project Manager for a community development programme for underprivileged youth in North Bali. He was also Treasurer of the Chaines des Rorisseurs Bali organisation.

He married last year and in fact was returning from a delayed honeymoon in New York, having left his partner there to enjoy an extra week, when he boarded flight MH17 .

Ben was one of life’s optimists, life was always a full glass for Ben. Eternally smiling through adversity, always an impeccable host and true professional at running his front of house, he engendered great loyalty from his staff.

Many of the younger owners in town worked for Ben over the years and honed their skills under his influence.

Grant Hattaway Southern Lakes Branch President Pier 19 / Blue Kanu

THE SPIRE HOTEL ceo’s report

e: info@pier19.co.nz

A

nother couple of months have flown by down here in Dunedin. The students are back in town, we are past the shortest day and spring is around the corner.

Thanks to everyone who took the time to come along to our Branch meeting and AGM. I’m excited to take on the Branch President role and it is great to have the support of Helen Wright (from Rhubarb) in a Vice President role. It was really interesting to hear from MPI, DCC liquor licensing and Dunedin events. And of course to meet our CEO, Marisa. Thanks also to Benger Gold Juices and Whitestone Cheese.

One of the major issues raised at the meeting was the problem of finding and retaining key staff, so our next meeting will be on this topic and we plan to invite the local training providers along. Also as a result of the meeting the local Branch has secured a seat on the events committee at Dunedin City Council.

There seems to be lots of room for membership growth in Dunedin and current members involvement. There is so much to be gained from pooling our knowledge, through meetings and conversation. Who doesn't want to make their business better!

I popped into Morning Magpie for an epic coffee from owner/operator Troy Butler.

This is Troy's first ever business, all pretty impressive considering he's in his early 20's.

This 3 month old, Lower Stuart St cafe is really worth a visit. Beautiful aesthetics, house roasted beans and Duran Duran playing!

Olive Tabor Nova e: manager@novadunedin.co.nz THE THYMES JUNE 2014

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November 2011

34

MAINLY OF INTEREST TO

auckland members news.

Wilder and Hunt, the wholefood, paleo and primal-friendly cafe and juice bar in St Heliers have opened up a second location in Ponsonby in the new Mackelvie Street complex. This site is larger and has more seating and there is a plan for more health-focused events and seminars. The Ponsonby Wilder and Hunt also offers coffee – from organic coffee roasters, Kokako.

Better Burger

Krämer Cafe & tiny store is a boutique style small cafe in the heart of Mt Albert, serving Cabinet food during weekdays and a la carte breakfast options on the weekend. Owner and chef, Matthias Kraemer, hails from Cologne and works alongside his wife Pui in the compact but airy space.

Dear Jervois has opened up on a corner site on Jervois Road, in the heart of Herne Bay. It is a site which has been a number of incarnations over the years, but this latest has been getting rave reviews. The owner is David Lee of Milford eatery, Little King.

Aaron and Fran Carson have opened Little Sister in Henderson.

Previously they owned Avondale bakery, Salvation Kitchen and New Windsor café, Sweetie.

Dear Jervois

Upland Café has opened in Remuera with the ex-owners of Mink Café (Parnell) at the helm.

Michael van de Elzen is set to open his latest venture, an eatery on Ponsonby Road, in the coming weeks and Mark Wallbank and his team are also about to open their latest venture in Parnell.

Sid and Chand Sahrawat have opened their latest restaurant, Cassia, on Fort Lane, in a spot which previously housed Mandarin Dumpling. The new restaurant will serve contemporary Indian cuisine for lunch Wednesday—Friday and dinner Tuesday— Saturday.

Little Sister

Loop

New York based food writer, Ruth Reichl, is coming to Auckland for a one-off event at the Langham Hotel on 26th August as part of the Auckland Writers Festival. Ruth Reichl is one of the most well-known food critics in the world and is renowned for her restaurant reviews for both The Los Angeles Times and The New York Times. For 10 years she was the editor in chief at Gourmet magazine and most recently she has branched out into fiction with her debut novel Delicious!

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THE THYMES AUGUST 2014

03

need help? call us on 0800 737 827 THE THYMES MAY 2014 Wilder + Hunt, Ponsonby

The Restaurant Association was formed in 1975 with the aim of serving and representing owners and manger of foodservice operations. It represents 1,750 members throughout New Zealand who employ 13,000 full and part-time employees. This is an industry that has an annual turnover of almost $8 billion, that employs over 100,000 workers, that is each week visited by more than a million hospitality customers. This makes it a cornerstone of New Zealand’s economy.

CHIEF EXECUTIVE: Marisa Bidois

NATIONAL PRESIDENT: Mike Egan (Monsoon Poon, Auckland & Wellington; Boulcott St Bistro, Osteria Del Toro, Wellington)

VICE PRESIDENTS: Bart Littlejohn (Sails Restaurant, Auckland) Steve Logan (Logan Brown, Wellington)

BRANCH PRESIDENTS: Auckland: Bart Littlejohn (Sails Restaurant, Auckland) Bay of Plenty: Andrew Targett (Elizabeth Café & Larder, Tauranga) Canterbury: Sam Crofskey (C1Espresso, Christchurch) Dunedin: Olive Tabor (Nova, Dunedin) Hawkes Bay: Sean Burns (Milk and Honey, Napier) Manawatu/Wanganui: Sean Kereama (Wharerata Function Centre, Palmerston North) Marlborough: Marcel Rood Nelson: Howard Morris (Harry’s Bar, Nelson) Rotorua: Sharon Wallace (Waiariki Institute of Technology, Rotorua) Southern Lakes: Grant Hattaway (Pier 19; Captains Table Restaurant, Blue Kanu, Queenstown) Taranaki: Barbara Olsen-Henderson (Bach on Breakwater, New Plymouth) Waikato: watch this space!

Wellington: Michael Egan (Monsoon Poon, Auckland and Wellington; Boulcott St Bistro, Osteria Del Toro, Wellington)

RESTAURANT ASSOCIATION OF NEW ZEALAND KEY OBJECTIVES 1.

Protect, promote and advance the interests and rights of its members

2.

Promote industry quality, reputation and excellence

3.

Provide relevant value added services to members

4.

As an organisation achieve best practice stewardship within the business association sector

s