Texas Roadhouse Won't Scrimp on Making Employees Happy

Texas Roadhouse Won't Scrimp on Making Employees Happy

Janisa D. Carter

HRM500

Human Resource Foundations

Instructor: Dr. Linda Force

Strayer University

December 2, 2012

1. "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.

"If we take care of our employees, they will take care of our customers," this quote mostly depends on the individual company and how they perceive their employees. Some companies realize that in order for them to succeed, they must invest in their employees, as employees are the key to a successful and highly profitable business. And in order for employees to remain motivated and continue to flourish, they need recognition, which is a basic human need, regardless of status or job type. Once employees have been acknowledged for their good performance, they feel more appreciated, and as a result will demonstrate greater levels of commitment and dedication. Thereby, producing top results for the company and treating its customers with royalty.

During recessions some companies such as Texas Roadhouse, continue to demonstrate employee appreciation through employee gatherings, cash reward bonuses and annual company conferences, in which spouses are invited (Noe et al., 2011). Companies such as Texas Roadhouse and other companies are leaders who want to succeed in today's competitive world, and they realize that even during hard economic times, there's still the strong need to maintain programs which are aimed at recognizing employees for work place accomplishments. And when employees are truly happy and motivated, they will care for the customers and give their best.

Even through our suffering economy, many other companies also continue to celebrate employee's performance through various recognition programs such as, cash bonuses, flexible work hour schedules, award celebrations, gift cards, employee appreciation day, company cook-outs, discounted family membership incentives, floating days and many others. Finally, most good leaders appreciate what employees do for the company, and will try to find ways to show love and appreciation.

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

Texas Roadhouse has traditionally been known for their generous cash bonuses in recognition of employee appreciation, such generosity included, cash bonuses ranging from $500.00 in fun money to $20,000 for best meat cutter (Noe et al., 2011). However, in today's unstable economy, the smart business leader will find other ways to show love and appreciation for their employees. Texas Roadhouse managers realize that employees are its biggest contributing factor for success or failure, and will find other ways to motivate employees, even during such economic uncertainty.

For many companies, non-cash recognition is still a very powerful motivator, and will still foster ways to attract and retain good employees. And even though money is always a great motivator, effective employee compensation goes beyond money, in terms of individual needs being met; such needs as psychological needs, which define human relationships and the importance of employees connecting with customers, coworkers and managers. Employees also need to feel that they are a part of a group that has achieved success (Armstrong., 2010).

Texas Roadhouse could customize a flexible-hours plan that would cater to restaurant staff. And even though most employees wouldn't necessarily have the luxury of working from home, they would still have Flexible work hours and would be given the freedom to switch time schedules with coworkers, possibly allowing them more balance between work and home-life, while demonstrating an established trust between manager and employee. With flexible work schedules, employees can leave earlier or come in later, rotate shifts, or readjust their work schedule to make it more conducive to