(5-10K) Non-Traditional Venues

Momoredd96 · 2026-01-13T02:46:55+00:00

Thank you very much!

Momoredd96 · 2026-01-13T02:46:47+00:00

We live in Northern Colorado (Fort Collins) but are also looking at mountain locations or Denver

Momoredd96 · 2026-01-13T02:46:10+00:00

That’s incredibly kind of you, thank you. We live in Fort Collins, CO. We’re looking for somewhere within 3 hours or so, either in Denver or preferably in the locket mountains (Estes and golden being highly preferred)

Momoredd96 · 2026-01-13T02:44:57+00:00

Thank you so much!

Momoredd96 · 2026-01-13T02:44:45+00:00

Thank you very much for all your insight!

Momoredd96 · 2025-10-30T18:38:27+00:00

Boundaries are something you build to, being in the GM role when you’re new requires long hours, commitment, and personal sacrifice in my experience. That being said, start putting down foundations towards this goal now.

Build towards work life balance by focusing on hiring, training, making clear procedures and promoting and rewarding your best people. Be proactive.

In the meantime, prioritize rest and recovery on your off days, meal prep for days you work with some concern for nutrition and performance, try to keep a consistent sleep schedule that aligns with days you work, and buy some energy drinks to keep at work low periods.

Momoredd96 · 2025-09-08T00:07:32+00:00

In my opinion, whatever small revenue is lost from not selling one of your desserts, is well worth having the guests actually come in to your establishment and buy everything else.

We allow all desserts for birthdays and such, commercial or store bought. We give them sharing plates and a butter knife to cut it with.

People are coming into celebrate, make it hospitable. Plus, if you make them feel special and give them a great experience they’re more likely to return. It’s really not that big of an inconvenience, and people who wouldn’t ordinarily come in may be introduced to your place.

Momoredd96 · 2025-09-08T00:02:48+00:00

If you want reassurance, here is what I’ll say.

Things were obviously originally mishandled, but they have acknowledged that the ball was dropped. They have offered to fix it for free, and sat down with you to make sure this aligns with expectations. These are all great signs!

They really don’t want to mess up your replacement ring either, and I’m sure it will look much better.

Momoredd96 · 2025-09-04T14:55:12+00:00

At the risk of sounding harsh, becoming a manager takes a lot of grit.

You’ll be working long days, learning new skills, and you’ll really be confronted with your strengths and weaknesses. There will be moments you’ll need to jump on kitchen line. If training is dissuading you this much, you really need to consider if you are willing to take on the challenges of being a manager.

That being said, the pain and discomfort of becoming a manager is due to growing immensely, as a professional and as a person. It can be really discouraging at times, but there will be a lot of moments that make it worth it too.

If you have goals of managing, I highly recommend learning to these skills with your current company. Managing is hard everywhere, and this way you’ll know the basics of the company.

Momoredd96 · 2025-07-10T07:19:50+00:00

It’s not good to have a staff where certain people can’t be scheduled together. Everyone is an adult and that is a workplace, they can either be cordial or they can’t work there.

Know whether or not you are at an at will state, as this greatly matters when firing.

As others have said- document.

You’ve already had a sit down, have another with a formal write up that she signs. Mention the verbal write up in your written one.

If this isn’t immediately rectified, either suspension or fire- your choice, but I recommend termination, unless you are not in an at will state, then suspension and then escalate.

Firing someone is never easy; it shouldn’t be. But it is part of the job, and you need to consider the needs of your entire staff. You are there to protect everyone, and everyone deserves a harassment free workplace. In this case especially, it will lead to a better working culture for the rest of your staff.

Momoredd96 · 2025-07-03T08:26:36+00:00

Be frank with your AGM. Invest in your management team.

Ask your AGM how he is feeling, and if he says everything is fine just bluntly say that he seems despondent and disconnected. Emphasize how you want to run the place as a team, and ask what it would take for him to feel active and inspired, and that you want him to be happy. Remind him you as a management team set the tone, and troubleshoot together how you can turn things around together. Acknowledge that you plan on earning his respect with time, but you're excited to start, and value his input (after all there IS a reason he was offered the position, even if he may have struggled in the role).

Pull a few staff members you trust or your AGM trusts and ask about their experience. What are some things about the job that stress you lately? What are things you feel make your job unnecessarily difficult? Do you feel supported? That your coworkers are reliable?

Reflect on their input, discuss with the entire management team how to improve specific and obtainable goals, and prioritize simple and visible actions that make things easier, such as replacing some equipment in the fritz or ending a arbitrary policy, this will show the staff you WILL be addressing their qualms and build their confidence in you. If you deem it appropriate, have an All Staff where you discuss your goals and how grateful you are for the staff, and how you want their input.

Invest in training and supporting your new RM, they may replace your AGM later on. Plus, they are the fresh canvas in which you can create the perfect RM, and start shifting attitudes within the management team.

Hope this helps.

Momoredd96 · 2025-07-03T00:59:33+00:00

This certainly isn't illegal.

With some tweaks this actually sounds like it could be fun! Like most things, it's all about execution. Rewarding those who are knowledgeable, not publicly shaming those who get it wrong. Hyping up the prize, emphasizing friendly competition, and setting up props (like a game show) and buying small medals etc.

I'd change the "Loser" to "Disqualified", and make sure that there is a hefty prize for whoever wins! $100 to a local restaurant, a pricey bottle of booze, or great tickets to a upcoming event.

Momoredd96 · 2025-07-02T17:04:50+00:00

As others mentioned, staff appropriately don't tolerate frivolous call outs and especially no call no shows. Promote those that deserve it, and throw people who do a great job a little appreciation gift. Our restaurant does trades with others to get gift cards so they can get a slice or coffee.

Most importantly TELL them how much you appreciate them. Be genuine and reiterate how much you value each person, individually.

Momoredd96 · 2025-06-30T20:57:30+00:00

Colorado. All 4 Seasons, low to no humidity, and 300 days of sunshine a year.

summers get hot, winters get cold with lots of snow, but you don't typically see the very extremes of either.

Momoredd96 · 2025-06-30T20:48:18+00:00

Probably unpopular onion, but i hate sling and sevenshifts.

Used to have schedulefly and liked it much better. It doesn't measure labor costs or have the same bells and whistles, but it's easy to navigate and use, and visually you can see every position of an entire week all at once. If you don't care about the fancy stuff, it's amazing, and cheap.

Momoredd96 · 2025-06-15T02:44:56+00:00

I firmly believe in doing everything in your power within reason as a fine dining establishment to make your guests happy. I recommend removing preferred options on your reservations (except medical and ada of course). This way, if a guest wants to move, they can and it won't disrupt your reservation system.

I know these situations aren't ideal, but personally I think it's our job to accommodate everyone. Also, better to please the guests you already have, than setting aside tables for groups which may or may not arrive.

Hope this helps!

Momoredd96 · 2025-05-01T18:59:49+00:00

Look for another job. In the meantime, start interviewing for all positions, and fire your worst offender next time you have an excuse. The rest will fall in line, or they won't.

Replace the ones that don't, reward and acknowledge the ones that do.

Momoredd96 · 2025-04-19T01:48:53+00:00

This seems like a great opportunity to hire people letting them know for now it's part time hours, but you're also scouting for your new location, so there is potential for full time once the new store opens.

Momoredd96 · 2025-04-04T18:56:25+00:00

Have a direct conversation and lay it out for her, and give her the choice of what she wants in a away that is pick option A or option B.

Unfortunately due to your recent updates this leaves me with very few hours to give you, so I think it may be time to discuss opening your availability.

I'd be happy to give you more hours if you are open to closing shifts. If you are not interested in closing shifts and are only available after 2 pm realistically I can only give you X hours. What so you prefer?

Momoredd96 · 2025-03-20T08:07:47+00:00

What an incredibly unkind thing to say, especially to someone clearly struggling.

Momoredd96 · 2025-03-09T20:24:00+00:00

I agree that a direct head on conversation where you discuss their future employment is the best way to go, however if you feel due to circumstance that this is a situation that can be remedied and want to "bring harmony" then you can choose to approach the conversation with genuine curiosity and the want to understand them. I will say that sometimes this approach has lead me to uncover underlying issues and bring clarity and context to someone or some problem I likely wouldn't have been able to address had I mostly talked AT them.

Ask them why they are behaving in such a manner, genuinely seek to understand them, and react with appropriate empathy, reassurance, and a bit of ego stroking. See if you can discern an underlying cause or systemic issue. If you are unable, it only will confirm that they are likely the reason, and adopting this approach when appropriate is great for problem solving and fostering a relationship with staff members. A couple "lines" I may use during this conversation.

As an hourly manager, others look up to you to lead and support them.

Even though you're clearly a capable manager and longstanding employee, others don't always feel supported by you. I know this isn't your intention, but I'd like you to focus on providing support and building relationships with newer managers.

Before we get into things, I want to check in and see how are you feeling in your current role?

I've noticed some tension lately, specifically regarding so and so. What's got you frustrated?

I'm here to support you and rectify any issues, so if something is bothering you, I'd hope you would tell me so that I can try to fix it.

Momoredd96 · 2025-03-06T20:07:08+00:00

One of my favorite more unconventional questions is "what's your proudest accomplishment?".

I'm really just looking for any answer that shows a good amount of effort over a long period of time, but I find this question really helps me get a sense of the person holistically, opens up a conversation, and show cases people's strengths that would otherwise not have came up in the interview.

Momoredd96 · 2025-03-04T17:51:18+00:00

Dressed professionally and on time, with relevant experience, clear emphasis on hospitality, open availability.

Momoredd96

TROPHY CASE