Texas Roadhouse Won't Scrimp on Making Employees Happy

If we take care of our employees, they will take care of our customers" is a common phrase. In your experience, is it actually practiced or is it just a cliché on the wall? Discuss the implications of your answer.

This statement is applicable for the service-oriented companies, where employees play a huge role in the success of the company. I would submit to you that employee job satisfaction is directly related to customer satisfaction. The management should make decisions and develop measures to increase the motivation of its employees so customer service will improve. An employee can increase the service quality through five important dimensions, such as reliability, assurance, tangibles, empathy and responsiveness.

Reliability: The ability of the employees to deliver the promised service to the customer, in a timely manner without error. This type of reputation would increase the customer base and boost sales. Assurance: The ability to remain polite through any situation, and being knowledgeable about the products and services builds a huge amount of trust and confidence. Tangibles: The personality and well-dressed attire of employees, attractive and simple facilities, that are easy to understand, attracts the customers' base. Empathy: Nowadays, customers demand caring and individual attention from the company's employees, hence, personal attention provided to each customer helps in increasing the brand value and hence increase sales. Responsiveness: The ability and willingness of the employees to solve the queries of the customers, is an important aspect of service quality, which the customer demands.

Texas Roadhouse uses money as a motivator for employees. In today's economy, describe alternative methods that could be used to motivate their employees.

I would submit to you that a majority works for money and it is an influential tool. This is the main reason the Texas Roadhouse used money as the motivator for their employees and it worked a lot they could achieve 2/3 compared to the previous turnover. They can also use various methods to motivate their employees apart from the monetary conditions such as training and development, functional conflict management, and awards and recognition.

Training & Development: Training and development is required to motivate the employees in a 360 degree aspect. Training provides the overall growth to the employees and this result in the strong commitment towards the mission and vision of the organization. Functional Conflict: Management can use this among the employees to make the employees more effective and competitive in respect to their colleagues. This helps motivate the employees when goals are in place. Awards and recognition: Although this is a small token of appreciation, it has been my experience that, people respond well to being recognized for their accomplishments. This could also be used as an influential tool to motivate the recognized employees' peers. This is a benefit that will work for the long run rather than the short run and monetary factor.

These are the various methods that can also be used for the purpose of employee's motivation and that will again be helpful for the Texas Roadhouse to make an improved employee's considerations. Even these methods will have add-on benefits from employee point of view and management point of view. This will further help in long term benefit and competitive advantage to the employee and the organization.

Analyze how transferable is the Texas Roadhouse way of motivating employees in other